A major goal of Gardner, Ryan, and Snoeyink (2018) was to determine what steps are needed moving forward in examining gender representation in industrial and organizational (I-O) psychology. Specifically, on the topic of pay differences, we highlight that gender differences in pay are in part due to differences in negotiation behaviors and/or experiences. Prior research demonstrates that female negotiators receive greater backlash than male negotiators—a possible explanation to why men tend to negotiate more often and more successfully than women (Bowles, Babcock, & Lai, 2007). Based on this evidence, one next step in moving forward should involve providing resources and knowledge to improve negotiation skills and practices specifically aimed at eliminating differences between women and men in both propensity to negotiate and the evaluation/consequences of negotiating.

中文翻译：

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IO 心理学在谈判中的性别差异中发挥重要作用

Gardner、Ryan 和 Snoeyink（2018 年）的一个主要目标是确定在检验工业和组织 (IO) 心理学中的性别代表方面需要采取哪些步骤。具体来说，在薪酬差异这一话题上，我们强调薪酬中的性别差异部分是由于谈判行为和/或经验的差异。先前的研究表明，女性谈判者比男性谈判者受到更大的反对——这可能解释了为什么男性往往比女性更频繁、更成功地进行谈判（Bowles、Babcock 和 Lai，2007 年）。基于这个证据，