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Psychologists are likely to consider issues of compensation when considering employment at a university. Correspondingly, this study explored the salary and promotion negotiation practices of female and male school psychology university faculty members. In all, 191 female and 115 male faculty members completed a survey regarding negotiation practices and job satisfaction. Although significantly more faculty members reported successful salary negotiations than failed attempts, results suggest that female faculty members earn significantly less than do their male colleagues, controlling for years of experience. No gender differences were found regarding participants' willingness to negotiate for increased salary; however, male faculty members were more likely to negotiate for a promotion. Of those individuals who perceived a negative response for salary negotiation, more female faculty members reported that their gender contributed to the negative response. The positive relation between job satisfaction and salary that the authors observed among male faculty members was not found for female faculty members. Job satisfaction and negotiating for a promotion was positively correlated for male faculty members, but for female faculty members, job satisfaction was positively correlated with the belief that their gender positively affected their negotiation and negatively correlated with the perception of penalty for negotiation. [ABSTRACT FROM AUTHOR]

Aggression in the workplace has developed as a topic of interest to many in the past decade. Although aggression has been traditionally distinguished in the theoretical and empirical literature as sexual aggression (harassment) and nonsexual aggression, in this manuscript the authors will argue that there are also unique characteristics as well as effects upon recipients of a particular kind of nonsexual aggression: workplace bullying. In particular, a specific type of bullying primarily used by women, relational aggression, will be reviewed and recommendations for managers in addressing relational aggression and bullying in the workplace will be offered. [ABSTRACT FROM AUTHOR]