Melanie Lietz
Biographic Data
| ID | 6486200 |
|---|---|
| NAME | Melanie Lietz |
| GIVEN NAMES | Melanie |
| FAMILY NAME | Lietz |
| SIGNATURE | LIETZ M |
| AFFILIATIONS | TU Dortmund University, Dortmund, Germany |
| ORCID | 0000-0003-4016-2349 |
| VERIFIED | Yes |
| TOTAL WORKS | 1 |
| TOTAL CITATIONS | 1 |
| AUTHOR COUNT | 1 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2022 |
| LATEST PUBLICATION YEAR | 2022 |
| H-INDEX | 1 |
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
Are Strategies for Women in Compensation Negotiations More Appealing When It Is Explained How They Are Meant to Impact Negotiation Outcomes
Women perceive specific strategies developed to support their performance in compensation negotiations as ineffective and are unlikely to use them—suggesting an implementation gap. We examined whether providing theoretical rationales—explaining how specific strategies are meant to work—attenuates this gap. Furthermore, we explored a novel cause of it: women's expectations regarding the perpetuation of gender roles upon using a strategy. In two st…
Assertiveness (1 works) · Compensation (psychology (1 works) · Conflict Management and Negotiation (1 works) · Gender Diversity and Inequality (1 works) · Gender pay gap (1 works) · Job Satisfaction and Organizational Behavior (1 works) · Law (1 works) · Law (1 works) · Negotiation (1 works) · Political science (1 works)