Media Mentions

“Women are not only negotiating effectively by traditional measures. They are also building the kind of trust that leads people to want to negotiate with them again in the future,” says Charlotte “Charlie” Townsend, ILR postdoctoral associate, summing up takeaways from recent research that she led.

Men and women achieve similar economic outcomes in negotiations, but female negotiators foster stronger interpersonal relationships, according to new research by Charlotte “Charlie” Townsend, a Future of Work fellow in the ILR School’s Department of Organizational Behavior.

If you don’t have anything nice to say, perhaps it’s OK to say it anyway – if responding to someone who has treated you or your group disrespectfully, according to research by Merrick Osborne, assistant professor of organizational behavior.

Companies risk being criticized as hypocritical when their words and deeds don’t match – even if those discrepancies are decades apart, according to research by Brian Lucas, associate professor of organizational behavior.

Pay range transparency laws intended to promote pay equity can inadvertently deter women from applying, thus perpetuating gender gaps in the workforce, according to research from Alice Lee, assistant professor of organizational behavior.

Research contributed to by Nicole Thio, ILR Ph.D. student, finds that leaders often underestimate the value of “boring” meetings, which can surface insights, strengthen relationships and reveal early warning signs.

ILR Assistant Professor Alice Lee shares research findings that wide salary ranges in job postings can unintentionally perpetuate gender pay gaps.

Emily Zitek, associate professor, discusses problems caused by people with an “entitled” personality.

People who sign consent forms feel more trapped – not more empowered – than those who give consent verbally, according to new research by Vanessa Bohns, the Braunstein Family Professor in the ILR School.