Browsing by Author "Bowles, Hannah"

Now showing items 1-18 of 18

    • Claiming Authority: How Women Explain their Ascent to Top Business Leadership Positions 

      Bowles, Hannah Riley (John F. Kennedy School of Government, Harvard University, 2012)
      Career stories of 50 female executives from major corporations and high-growth entrepreneurial ventures suggest two alternative accounts of how women legitimize their claims to top leadership positions: navigating and ...

    • Claiming Authority: Negotiating Challenges for Women Leaders 

      Bowles, Hannah Riley; McGinn, Kathleen (Erlbaum Associates, 2005)

    • Constraints and triggers: Situational mechanics of gender in negotiation. 

      Bowles, Hannah Riley; Babcock, Linda C.; McGinn, Kathleen (American Psychological Association (APA), 2005)
      The authors propose two categories of situational moderators of gender in negotiation: situational ambiguity and gender triggers. Reducing the degree of situational ambiguity constrains the influence of gender on negotiation. ...

    • Entry Points: Gaining Momentum in Early-Stage Cross-Boundary Collaborations 

      Martinez Orbegozo, Eva Flavia; de Jong, Jorrit; Bowles, Hannah; Edmondson, Amy; Nahhal, Anahide; Cox, Lisa (SAGE Publications, 2022-08-09)
      To address complex social challenges, it is widely recognized that leaders from public, for-profit, and civic organizations should join forces. Yet, well-intended collaborators often struggle to achieve alignment and fail ...

    • Gender and Persistence in Negotiation: A Dyadic Perspective 

      Bowles, Hannah Riley; Flynn, Francis (Academy of Management, 2010-08)
      We studied interactive effects of gender in negotiation dyads, theorizing that the degree and manner of a negotiator’s persistence are functions of the gender composition of the dyad. Our findings challenge sex-stereotypic ...

    • Gender in Job Negotiations: A Two-Level Game 

      Bowles, Hannah Riley; McGinn, Kathleen (Wiley, 2008-10)
      We propose taking a two-level-game (Putnam 1988) perspective on gender in job negotiations. At Level One, candidates negotiate with the employers. At Level Two, candidates negotiate with household members. In order to ...

    • Introduction to Special Section: Gender in Negotiation 

      Bohnet, Iris; Bowles, Hannah Riley (Wiley, 2008-10)

    • Linda Babcock: Go-getter and Do-gooder 

      Bazerman, Max; Bohnet, Iris; Bowles, Hannah Riley; Loewenstein, George (Wiley, 2018-04-15)
      In this tribute to the 2007 recipient of the winner of the Jeffrey Z. Rubin Theory-To-Practice Award by the International Association for Conflict Management (IACM), we celebrate Linda Babcock’s contributions to diverse ...

    • A Model of When to Negotiate 

      Babcock, Linda; Bowles, Hannah Riley; Bear, Julia (Oxford University Press, 2012-09-20)
      This article reports a model explaining previously identified gender differences in negotiation and generating new and testable insights. It specifically addresses how prescriptive gender stereotypes affect evaluators' ...

    • Negotiating the Gender Gap 

      Bowles, Hannah Riley (2011-08)

    • Psychological Perspectives on Gender in Negotiation 

      Bowles, Hannah Riley (John F. Kennedy School of Government, Harvard University, 2012)
      A fundamental form of human interaction, negotiation is essential to the management of relationships, the coordination of paid and household labor, the distribution of resources, and the creation of economic value. ...

    • Reconceptualizing What and How Women Negotiate for Career Advancement 

      Bowles, Hannah Riley; Thomason, Bobbi J.; Bear, Julia B. (Academy of Management, 2019-03-21)
      We propose a conceptual framework for expanding the scope of future research on the role of gender in career negotiations. Extant research on gender in career negotiations emphasizes women’s disadvantages relative to men ...

    • Research: When Men Have Lower Status at Work, They’re Less Likely to Negotiate 

      Bowles, Hannah Riley; Thomason, Bobbi; Al Dabbagh, May (Harvard Business School Publishing Corporation, 2017-09-08)

    • Social Costs of Setting High Aspirations in Competitive Negotiation 

      Lai, Lei; Bowles, Hannah Riley; Babcock, Linda (Wiley, 2013-01-29)
      This paper explores the implications of a negotiator setting high aspirations on the counterpart’s assessments of the negotiator and future cooperation toward the negotiator. Participants were 134 undergraduates acting as ...

    • Status and the Evaluation of Workplace Deviance 

      Bowles, Hannah Riley; Gelfand, Michele (SAGE Publications, 2009-12-17)
      Bias in the evaluation of workplace misbehavior is hotly debated in courts and corporations, but it has received little empirical attention. Classic sociological literature suggests that deviance by lower-status actors ...

    • Status Reinforcement in Emerging Economies: The Psychological Experience of Local Candidates Striving for Global Employment 

      Al Dabbagh, May; Bowles, Hannah Riley; Thomason, Bobbi (Institute for Operations Research and the Management Sciences (INFORMS), 2016-12)
      In this paper, we explore the psychological experience of university-educated local workers from emerging economies striving to enter the global job market for managerial positions. Building on qualitative data from ...

    • "Untapped Potential in the Study of Negotiation and Gender Inequality in Organizations." 

      McGinn, Kathleen L.; Bowles, Hannah Riley (Academy of Management, 2008)
      Negotiation is a process that creates, reinforces, and reduces gender inequality in organizations, yet the study of gender in negotiation has little connection to the study of gender in organizations. We review the literature ...

    • Using Research to Generate Advice for Women: Examples from Negotiation Research 

      Bowles, Hannah Riley; Thomason, Bobbi (Springer Fachmedien Wiesbaden, 2015)
      The gender gaps in pay and authority are rooted in social structures and behaviors of both men and women. These gaps will not be closed by “fixing women” to fit into a man’s world. Nonetheless, women want research-based ...