麻豆淫院

In the workplace they do, according to new research co-authored by University of Notre Dame Management Professor Timothy Judge. But there also is a double standard for women and, yes, a pay gap.

Judge, the Franklin D. Schurz Professor of Management in Notre Dame鈥檚 Mendoza College of Business; Beth Livingston from Cornell University; and Charlice Hurst of the University of Western Ontario, document the effects of gender and 鈥渁greeableness鈥� in their study,

In contemporary psychology, 鈥渁greeableness鈥� is one of the 鈥淏ig Five鈥� dimensions of personality used to describe human personality. It generally refers to someone who is warm, sympathetic, kind and cooperative (in short, a 鈥渘ice鈥� person), and is the most valued characteristic cited when people are asked to identify with whom they want to spend time.

But in terms of predicting workplace success, 鈥渁greeableness鈥� doesn鈥檛 carry the same cachet, says Judge.

鈥淲e studied four large data sets,鈥� he says. 鈥淎nd in all four we found there is a penalty for being agreeable in the workplace. But, while men earn a premium for being disagreeable, women don鈥檛.鈥�

It鈥檚 the stereotypical double standard according to Judge.

鈥淚f you鈥檙e a disagreeable man, you鈥檙e considered a tough negotiator,鈥� he says. "But, the perception is that if a woman is agreeable, she gets taken advantage of, and if she is disagreeable, she鈥檚 considered a control freak or 鈥榯he B-word.鈥�

鈥淭hink about Martha Stewart and Donald Trump,鈥� Judge says. 鈥淭hey鈥檙e both tough people and, yet, I think Martha Stewart has gotten much more negative press and taken more grief because she鈥檚 a disagreeable woman.鈥�

The study shows a strong negative relationship between agreeableness and earnings for men. The more agreeable a man is, the less he will earn. For women, there is essentially no relationship at all. Regardless, they earn less than men.

So, what recourse is there for women?

鈥淭here鈥檚 a difference between disagreeing and being disagreeable,鈥� Judge says. 鈥淪o, I think women should not compromise and, in fact, it鈥檚 even more important for them to be aggressive in what they ask for. I tell negotiation students they need to ask for what they want to the point of ridiculousness. People think there are long-term consequences to asking for too much at work, and I don鈥檛 think there鈥檚 any evidence of that.

鈥淣ow, the unfairness of it,鈥� Judge continues, 鈥渋s that when women ask for more, they are more likely to have their motives questioned, which can neutralize some of the advantages. So, I think women must present their requests in a non-threatening, gentle but firm sort of way. In essence, the way women communicate their demands matters more than it does for men.鈥�