DOES GOAL SETTING TRAINING AND SELF-MANAGEMENT TRAINING INCREASE SALARY NEGOTIATION SELF-EFFICACY?

Abstract

The current study provides an examination of two negotiation training approaches to determine whether they increase salary negotiation outcomes. Many people have the opportunity to negotiate their salary when accepting a job offer. However, not all recent college graduates feel confident in their ability to negotiate their salary adequately. To examine the effectiveness of the trainings, participants answered questions about negotiation self-efficacy, negotiation attitude, personal expected salary, and negotiation stereotype presence. Additionally, two negotiation scenarios were completed by the participants. The present study examined pre- and post-training self-efficacy outcomes, negotiated salaries, and gender differences in salary goals. Stereotype threat and previous negotiation experience were examined to tell whether they effected the output of self-efficacy and negotiated salaries. The results did not indicate that the presence of training effected participant self-efficacy. However, the present study demonstrates the importance of further research regarding salary negotiation self-efficacy for recent college graduates.