This paper reviews the literature on gender differences in economic experiments. In the three main sections, we identify robust differences in risk preferences, social (other-regarding) preferences, and competitive preferences. We also speculate on the source of these differences, as well as on their implications. Our hope is that this article will serve as a resource for those seeking to understand gender differences and to use as a starting point to illuminate the debate on gender-specific outcomes in the labor and goods markets.

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Gender Differences in Preferences

We examine whether men and women of the same ability differ in their selection into a competitive environment. Participants in a laboratory experiment solve a real task, first under a noncompetitive piece rate and then a competitive tournament incentive scheme. Although there are no gender differences in performance, men select the tournament twice as much as women when choosing their compensation scheme for the next performance. While 73 percent of the men select the tournament, only 35 percent of the women make this choice. This gender gap in tournament entry is not explained by performance, and factors such as risk and feedback aversion only playa negligible role. Instead, the tournament-entry gap is driven by men being more overconfident and by gender differences in preferences for performing in a competition. The result is that women shy away from competition and men embrace it.

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Do Women Shy Away From Competition? Do Men Compete Too Much?

Women empowerment and economic development are closely related: in one direction, development alone can play a major role in driving down inequality between men and women; in the other direction, empowering women may benefit development. Does this imply that pushing just one of these two levers would set a virtuous circle in motion? This paper reviews the literature on both sides of the empowerment– development nexus, and argues that the interrelationships are probably too weak to be self-sustaining, and that continuous policy commitment to equality for its own sake may be needed to bring about equality between men and women.

Women Empowerment and Economic Development

The converging roles of men and women are among the grandest advances in society and the economy in the last century. These aspects of the grand gender convergence are figurative chapters in a history of gender roles. But what must the “last” chapter contain for there to be equality in the labor market? The answer may come as a surprise. The solution does not (necessarily) have to involve government intervention and it need not make men more responsible in the home (although that wouldn't hurt). But it must involve changes in the labor market, especially how jobs are structured and remunerated to enhance temporal flexibility. The gender gap in pay would be considerably reduced and might vanish altogether if firms did not have an incentive to disproportionately reward individuals who labored long hours and worked particular hours. Such change has taken off in various sectors, such as technology, science, and health, but is less apparent in the corporate, financial, and legal worlds. (JEL J3, J16, ...

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A Grand Gender Convergence: Its Last Chapter

Hierarchy is such a defining and pervasive feature of organizations that its forms and basic functions are often taken for granted in organizational research. In this review, we revisit some basic psychological and sociological elements of hierarchy and argue that status and power are two important yet distinct bases of hierarchical differentiation. We first define power and status and distinguish our definitions from previous conceptualizations. We then integrate a number of different literatures to explain why status and power hierarchies tend to be self‐reinforcing. Power, related to one’s control over valued resources, transforms individual psychology such that the powerful think and act in ways that lead to the retention and acquisition of power. Status, related to the respect one has in the eyes of others, generates expectations for behavior and opportunities for advancement that favor those with a prior status advantage. We also explore the role that hierarchy‐enhancing belief systems play...

8 Social Hierarchy: The Self‐Reinforcing Nature of Power and Status

PREFACE: WhyNegotiation, and Why Now? ix INTRODUCTION: Women Don't Ask 1 CHAPTER ONE: Opportunity Doesn't Always Knock 17 CHAPTER TWO: A Price Higher than Rubies 41 CHAPTER THREE: Nice Girls Don't Ask 62 CHAPTER FOUR: Scaring the Boys 85 CHAPTER FIVE: Fear of Asking 112 CHAPTER SIX: Low Goals and Safe Targets 130 CHAPTER SEVEN: Just So Much and No More 148 CHAPTER EIGHT: The Female Advantage 164 EPILOGUE: Negotiating at Home 180 ACKNOWLEDGMENTS 187 NOTES 189 REFERENCES 201 INDEX 217

Sara Laschever

Papers

Women Don't Ask : Negotiation and the Gender Divide

Nice Girls Don't Ask

INTRODUCTION: Women Don’t Ask