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NBER Working Paper 30570.","DOI":"10.2139\/ssrn.4322746"},{"key":"10.1016\/j.copsyc.2026.102436_bib48","doi-asserted-by":"crossref","first-page":"161","DOI":"10.1016\/j.jebo.2023.02.024","article-title":"Wage negotiations and strategic responses to transparency","volume":"209","author":"Werner","year":"2023","journal-title":"J Econ Behav Organ"},{"key":"10.1016\/j.copsyc.2026.102436_bib49","doi-asserted-by":"crossref","first-page":"207","DOI":"10.1177\/0886368716681677","article-title":"Past, present, and future compensation research perspectives","volume":"47","author":"Conroy","year":"2015","journal-title":"Compens Benefits Rev"},{"key":"10.1016\/j.copsyc.2026.102436_bib50","doi-asserted-by":"crossref","first-page":"58","DOI":"10.1177\/08863687231195477","article-title":"Artificial intelligence and pay information disclosure: changing how pay is communicated","volume":"56","author":"Nyberg","year":"2024","journal-title":"Compens Benefits Rev"},{"key":"10.1016\/j.copsyc.2026.102436_bib51","unstructured":"The researchers posit that transparency reduces the individual bargaining power of workers, leading to lower average wages because employers credibly refuse to pay high wages to any one worker to avoid costly renegotiations with others. Consistent with predictions, their findings show muted effects for pay transparency when workers have low individual bargaining power."},{"key":"10.1016\/j.copsyc.2026.102436_bib52","unstructured":"This work explores whether reliance on and perceived usefulness of different salary information sources is gendered and finds that men place greater value on sources that involve direct social comparisons, such as professional networks, as opposed to more aggregate, general sources, such as websites. A job offer negotiation experiment revealed that men requested higher salaries than women when presented with upward social comparison information (what a more qualified employee earns), but not downward (what a less qualified employee earns) or lateral comparison information (what a similarly qualified employee earns); effects that were driven by heightened competitiveness among men, although both men and women responded competitively and increased their salary requests when presented with downward social comparison information."},{"key":"10.1016\/j.copsyc.2026.102436_bib53","unstructured":"This work demonstrated that workers negotiated more not only when informed peer pay exceeded their offer, but also when it matched it, which the researchers attributed to workers' tendency to believe they deserve more than average. Results also indicated that transparency can paradoxically amplify pay inequality by prompting already higher-paid workers to negotiate even more aggressively."},{"key":"10.1016\/j.copsyc.2026.102436_bib54","unstructured":"This research demonstrates that pay transparency boosts salary requests among top performers in the organization but suppresses them among lower-ranked employees via feelings of entitlement."},{"key":"10.1016\/j.copsyc.2026.102436_bib55","unstructured":"This work finds that when individuals are given information about their performance and pay relative to others, they are more likely to notice discrepancies and negotiate for better pay. But, contrary to the researchers predictions, these effects did not vary based on gender."},{"key":"10.1016\/j.copsyc.2026.102436_bib56","unstructured":"This research examined how the size of salary range disclosure matters, finding that women are more likely than men to interpret narrow salary ranges as in indicator of fairness, which increases their likelihood of applying to jobs and negotiating salary."},{"key":"10.1016\/j.copsyc.2026.102436_bib57","unstructured":"This research examined how disclosed pay range width influences job application and negotiation behaviors and demonstrated that women exhibit a stronger preference for jobs with narrower pay ranges than men with these effects largely driven by women\u2019s higher risk aversion. Findings also reveal that choosing narrower pay ranges is associated with less assertive negotiation behaviors."},{"key":"10.1016\/j.copsyc.2026.102436_bib58","unstructured":"This research examined how uncertainty reduction regarding employers' openness to negotiation influences prospective employees' negotiation efforts and success, finding that light-touch encouragement to negotiate significantly increased negotiation attempts and compensation gains."},{"key":"10.1016\/j.copsyc.2026.102436_bib59","unstructured":"The researchers theorize that firm-level pay transparency elicits a multistep process involving managers and employees that shifts the dispersion in compensation from more to less observable forms. Findings demonstrate that firm-level pay transparency (i.e., peer transparency) leads to greater pay compression which elicits higher rates of idiosyncratic deal requests among employees. This sequential effect is amplified in firms characterized by collectivist shared values."},{"key":"10.1016\/j.copsyc.2026.102436_bib60","unstructured":"This two-study research explored the influence of job offer pay transparency statements on salary estimation. Results from the first study with management students and a replication study with real job seekers suggest that Austrian pay transparency legislation addresses the gender gap most effectively when it encourages employers to display the salary range. Gender differences disappeared for some pay statement practices, but not for the practice of mentioning excess payment (or overpay) options."},{"key":"10.1016\/j.copsyc.2026.102436_bib61","unstructured":"This research varied whether employees could see each other's wage offers automatically, at a personal cost, or not at all. 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