Four experiments and a pilot study (with online workers or HR specialists) explored the psychological and economic consequences of high (but not extreme) demands in salary negotiations. In Experiments 1 and 2, high demands resulted in a diminishing anchoring response function (ARF) - the increase from low requests to medium ones resulted in increased counteroffers, yet this plateaued when reaching high demands. Experiment 3 found no differences in the above effects when the candidate was a man vs. a woman. Additionally, in studies 1, 2, and 3 but not in Study 4, a negative relationship was found between initiators' (job candidates) demands and their counterparts' (recruiters) attitudinal response (defined as “Liking”). This effect mediated the relationship between demands and counteroffers. Finally, across studies, levels of liking were negatively related to hiring intentions. These findings suggest that other factors being equal, job candidates should consider making reasonable (as opposed to high) first offers, resulting in higher counteroffers (compared to a low first offer), but without a significant decrease in positive attitudes and hiring intentions.

四个实验和一项试点研究（与在线工作者或人力资源专家）探讨了薪酬谈判中高（但不是极端）要求的心理和经济后果。在实验 1 和 2 中，高需求导致锚定响应函数 (ARF) 减小——从低请求到中等请求的增加导致还价增加，但当达到高需求时，这种情况趋于稳定。实验 3 发现，当候选人是男性和女性时，上述效果没有差异。此外，在研究 1、2 和 3 中，但在研究 4 中没有发现，发起人（求职者）的要求与其对应方（招聘者）的态度反应（定义为“喜欢”）之间存在负相关关系。这种效应调节了需求和还价之间的关系。最后，通过研究，喜欢的程度与招聘意向呈负相关。这些发现表明，在其他因素相同的情况下，求职者应考虑提出合理的（相对于高的）首次报价，从而导致更高的还价（与较低的首次报价相比），但不会显着降低积极态度和招聘意图。