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Negotiation, Organizations & Markets

Negotiation, Organizations & Markets

  • Faculty
  • Curriculum
  • Seminars & Conferences
  • Awards & Honors
  • Doctoral Students
Overview Faculty Curriculum Seminars & Conferences Awards & Honors Doctoral Students
    • October 2025
    • Article

    Division of Labor, Multiplication of Gratitude? Gratitude and Resentment Within Households

    By: Allison Daminger, Amanda Nerenberg, Rachel Drapper, Alexandra C. Feldberg and Kathleen L. McGinn

    Objective: This paper investigates contemporary household economies of gratitude and resentment, assessing how discrepancies between partners' expectations relate to their emotions and household labor allocation. Background: Women shoulder greater shares of cognitive and physical housework than men. Prior research suggests expressions of gratitude reveal the underlying expectations that reproduce and/or challenge gender-traditional labor allocations. Methods: This article draws on qualitative analysis of 209 interviews with 37 men and 41 women in dual-income, mixed-gender couples with children, interviewed two or three times each. Results: Expressions of gratitude and resentment revealed considerable divergence between men's and women's expectations. Some women were grateful for men's participation in physical labor; others expected significant physical and cognitive contributions and resented their absence. Most men expected to contribute physical household labor and were grateful when women's unpaid housework left more time than expected for men's paid work. Men's resentment emerged when they felt their physical contributions were underappreciated or their partner had unreasonable expectations for their cognitive labor participation. Resentment eased in cases where men increased their attunement and women their use of delegation. Conclusion: Our longitudinal dataset enabled us to examine implicit gender ideologies as reflected in respondents' gratitude and resentment and to chart shifts in expectations and labor allocations in close to real time. These findings broaden our understanding of why household labor remains strongly gender-typed and reveal how quantitative measures of gender ideology may not capture nuanced perspectives—particularly vis-à-vis the division of cognitive labor.

    • October 2025
    • Article

    Division of Labor, Multiplication of Gratitude? Gratitude and Resentment Within Households

    By: Allison Daminger, Amanda Nerenberg, Rachel Drapper, Alexandra C. Feldberg and Kathleen L. McGinn

    Objective: This paper investigates contemporary household economies of gratitude and resentment, assessing how discrepancies between partners' expectations relate to their emotions and household labor allocation. Background: Women shoulder greater shares of cognitive and physical housework than men. Prior research suggests expressions of gratitude...

    • 2025
    • Article

    Can Stereotype Reactance Prompt Women to Compete? A Field Experiment

    By: Sophia L. Pink, Jose Cervantez, Erika L. Kirgios, Edward H. Chang and Katherine L. Milkman

    Women are consistently underrepresented in leadership roles. One contributor may be that women are generally less willing than equally-qualified men to enter competitions (e.g., for jobs or promotions). We draw from research on “stereotype reactance”—the idea that telling people about stereotyped expectations can encourage defiance—to propose and test whether telling women about the gender gap in competition entry can increase their willingness to compete. Our prediction contrasts with prior work on stereotype threat and descriptive norms suggesting that highlighting the gender competition gap might lead women to refrain from competing. In two incentive-compatible, preregistered online experiments, we find that informing women about the gender competition gap increases their likelihood of competing for higher pay, and this effect is mediated by stereotype reactance, consistent with our theorizing. Moreover, exposing both men and women to information about the gender competition gap closes the gap. We then test this informational intervention in a large-scale field experiment on an executive job search platform (n = 4,245), examining whether telling women about the gender competition gap increases their willingness to compete for leadership roles relative to a control message that tells them about an identity-irrelevant competition gap. We find that relative to our control message, informing women about the gender gap in willingness to compete increases submitted job applications by over 20% on the day of condition assignment. This suggests that women’s willingness to compete is affected not just by confidence, but also by cultural expectations and motivation to defy stereotypical norms.

    • 2025
    • Article

    Can Stereotype Reactance Prompt Women to Compete? A Field Experiment

    By: Sophia L. Pink, Jose Cervantez, Erika L. Kirgios, Edward H. Chang and Katherine L. Milkman

    Women are consistently underrepresented in leadership roles. One contributor may be that women are generally less willing than equally-qualified men to enter competitions (e.g., for jobs or promotions). We draw from research on “stereotype reactance”—the idea that telling people about stereotyped expectations can encourage defiance—to propose and...

    • 2025
    • Book

    Inside an Academic Scandal: A Story of Trust and Betrayal

    By: Max Bazerman

    • 2025
    • Book

    Inside an Academic Scandal: A Story of Trust and Betrayal

    By: Max Bazerman

About the Unit

The NOM Unit seeks to understand and improve the design and management of systems in which people make decisions: that is, design and management of negotiations, organizations, and markets. In addition, members of the group share an abiding interest in the micro foundations of these phenomena.

Our work is grounded in the power of strategic interaction to encourage individuals and organizations to create and sustain value (in negotiations, in organizations, and in markets). We explore these interactions through diverse approaches: Although many of us have training in economics, we also have members with backgrounds in social psychology, sociology, and law.

NOM seeks to apply rigorous scientific methods to real-world problems -- producing research and pedagogy that is compelling to both the academy and practitioners.

Recent Publications

Division of Labor, Multiplication of Gratitude? Gratitude and Resentment Within Households

By: Allison Daminger, Amanda Nerenberg, Rachel Drapper, Alexandra C. Feldberg and Kathleen L. McGinn
  • October 2025 |
  • Article |
  • Journal of Marriage and Family
Objective: This paper investigates contemporary household economies of gratitude and resentment, assessing how discrepancies between partners' expectations relate to their emotions and household labor allocation. Background: Women shoulder greater shares of cognitive and physical housework than men. Prior research suggests expressions of gratitude reveal the underlying expectations that reproduce and/or challenge gender-traditional labor allocations. Methods: This article draws on qualitative analysis of 209 interviews with 37 men and 41 women in dual-income, mixed-gender couples with children, interviewed two or three times each. Results: Expressions of gratitude and resentment revealed considerable divergence between men's and women's expectations. Some women were grateful for men's participation in physical labor; others expected significant physical and cognitive contributions and resented their absence. Most men expected to contribute physical household labor and were grateful when women's unpaid housework left more time than expected for men's paid work. Men's resentment emerged when they felt their physical contributions were underappreciated or their partner had unreasonable expectations for their cognitive labor participation. Resentment eased in cases where men increased their attunement and women their use of delegation. Conclusion: Our longitudinal dataset enabled us to examine implicit gender ideologies as reflected in respondents' gratitude and resentment and to chart shifts in expectations and labor allocations in close to real time. These findings broaden our understanding of why household labor remains strongly gender-typed and reveal how quantitative measures of gender ideology may not capture nuanced perspectives—particularly vis-à-vis the division of cognitive labor.
Citation
Read Now
Related
Daminger, Allison, Amanda Nerenberg, Rachel Drapper, Alexandra C. Feldberg, and Kathleen L. McGinn. "Division of Labor, Multiplication of Gratitude? Gratitude and Resentment Within Households." Journal of Marriage and Family (October 2025): 1–15.

Can Stereotype Reactance Prompt Women to Compete? A Field Experiment

By: Sophia L. Pink, Jose Cervantez, Erika L. Kirgios, Edward H. Chang and Katherine L. Milkman
  • 2025 |
  • Article |
  • Organization Science
Women are consistently underrepresented in leadership roles. One contributor may be that women are generally less willing than equally-qualified men to enter competitions (e.g., for jobs or promotions). We draw from research on “stereotype reactance”—the idea that telling people about stereotyped expectations can encourage defiance—to propose and test whether telling women about the gender gap in competition entry can increase their willingness to compete. Our prediction contrasts with prior work on stereotype threat and descriptive norms suggesting that highlighting the gender competition gap might lead women to refrain from competing. In two incentive-compatible, preregistered online experiments, we find that informing women about the gender competition gap increases their likelihood of competing for higher pay, and this effect is mediated by stereotype reactance, consistent with our theorizing. Moreover, exposing both men and women to information about the gender competition gap closes the gap. We then test this informational intervention in a large-scale field experiment on an executive job search platform (n = 4,245), examining whether telling women about the gender competition gap increases their willingness to compete for leadership roles relative to a control message that tells them about an identity-irrelevant competition gap. We find that relative to our control message, informing women about the gender gap in willingness to compete increases submitted job applications by over 20% on the day of condition assignment. This suggests that women’s willingness to compete is affected not just by confidence, but also by cultural expectations and motivation to defy stereotypical norms.
Citation
Read Now
Related
Pink, Sophia L., Jose Cervantez, Erika L. Kirgios, Edward H. Chang, and Katherine L. Milkman. "Can Stereotype Reactance Prompt Women to Compete? A Field Experiment." Organization Science 36, no. 5 (2025).

Inside an Academic Scandal: A Story of Trust and Betrayal

By: Max Bazerman
  • 2025 |
  • Book |
  • Faculty Research
Citation
Purchase
Related
Bazerman, Max. Inside an Academic Scandal: A Story of Trust and Betrayal. Massachusetts Institute of Technology (MIT), 2025.

Data-driven Equation Discovery Reveals Nonlinear Reinforcement Learning in Humans

By: Kyle J. LaFollette, Janni Yuval, Roey Schurr, David Melnikoff and Amit Goldenberg
  • August 5, 2025 |
  • Article |
  • Proceedings of the National Academy of Sciences
Computational models of reinforcement learning (RL) have significantly contributed to our understanding of human behavior and decision-making. Traditional RL models, however, often adopt a linear approach to updating reward expectations, potentially oversimplifying the nuanced relationship between human behavior and rewards. To address these challenges and explore models of RL, we utilized a method of model discovery using equation discovery algorithms. This method, currently used mainly in physics and biology, attempts to capture data by proposing a differential equation from an array of suggested linear and nonlinear functions. Using this method, we were able to identify a model of RL which we termed the Quadratic Q-Weighted model. The model suggests that reward prediction errors obey nonlinear dynamics and exhibit negativity biases, resulting in an underweighting of reward when expectations are low, and an overweighting of the absence of reward when expectations are high. We tested the generalizability of our model by comparing it to classical models used in nine published studies. Our model surpassed traditional models in predictive accuracy across eight out of these nine published datasets, demonstrating not only its generalizability but also its potential to offer insights into the complexities of human learning. This work showcases the integration of a behavioral task with advanced computational methodologies as a potent strategy for uncovering the intricate patterns of human cognition, marking a significant step forward in the development of computational models that are both interpretable and broadly applicable.
Keywords: AI and Machine Learning; Behavior; Learning; Motivation and Incentives; Mathematical Methods
Citation
Find at Harvard
Read Now
Purchase
Related
LaFollette, Kyle J., Janni Yuval, Roey Schurr, David Melnikoff, and Amit Goldenberg. "Data-driven Equation Discovery Reveals Nonlinear Reinforcement Learning in Humans." Proceedings of the National Academy of Sciences 122, no. 31 (August 5, 2025).

Punitive but Discerning: Reputation Can Fuel Ambiguously-Deserved Punishment, but Does Not Erode Sensitivity to Nuance

By: Jillian J. Jordan and Nour S. Kteily
  • May 2025 |
  • Article |
  • Journal of Personality and Social Psychology
The desire to appear virtuous can motivate people to punish wrongdoers, a desirable outcome when punishment is clearly deserved. Yet claims that “virtue signaling” is fueling a culture of outrage suggest that reputation concerns may inspire even potentially unmerited punishment. Moreover, might reputation do more to drive punishment in ambiguous situations, where punishment is less clearly deserved, eroding punishers’ sensitivity to moral nuance? Across eight studies focused on the U.S. political context (total n = 15,472 Americans from MTurk and Prolific), we show that reputation can drive ambiguously-deserved punishment. In situations involving politicized moral transgressions, including those where the case for punishing the transgressor is judged to be relatively ambiguous, subjects expect punishers to be perceived positively by co-partisans, and punish at higher rates when punishing is observable to a co-partisan audience. Moreover, reputation can drive punishment in ambiguous situations even among individuals who personally question the morality of punishment, highlighting the power of reputation to push people away from their values. Yet we find no evidence that reputation erodes sensitivity to nuance by doing more to drive punishment in more ambiguous situations. Instead, subjects expect punishment to look better when more unambiguously deserved, and making punishment observable does as much or more to drive punishment in unambiguous than ambiguous situations—even when the co-partisan audience is strongly ideological (and so might have been expected to encourage undiscerning punishment). We thus suggest that reputation can make people more punitive, even in ambiguous situations, but does not diminish sensitivity to nuance.
Keywords: Outrage; Signaling; Ideology; Moralistic Punishment; Reputation; Moral Sensibility
Citation
Read Now
Related
Jordan, Jillian J., and Nour S. Kteily. "Punitive but Discerning: Reputation Can Fuel Ambiguously-Deserved Punishment, but Does Not Erode Sensitivity to Nuance." Journal of Personality and Social Psychology 128, no. 5 (May 2025): 1072–1102.

Employee Stress Is a Business Risk—Not an HR Problem

By: Marion Chomse, Lydia Roos, Reeva Misra and Ashley Whillans
  • June 4, 2025 |
  • Editorial |
  • Harvard Business Review (website)
Workplace stress, on the rise for decades, has been treated by many organizations as a personal issue instead of a business-critical risk that merits executive oversight. This is likely due in part to the fact that companies have not effectively quantified and tracked the cost stress poses to integral business outcomes. Companies can take charge of the avoidable costs of stress by surveying their workforce and mapping the stress they report onto quantifiable outcomes like revenue, customer satisfaction, and performance evaluations. Understanding how fluctuations in stress impact these outcomes can help businesses come up with and initiate targeted solutions to reduce the likelihood of disruption, protect workforce health, and unlock long-term competitive advantage.
Keywords: Employees; Well-being; Risk Management; Competitive Advantage
Citation
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Purchase
Related
Chomse, Marion, Lydia Roos, Reeva Misra, and Ashley Whillans. "Employee Stress Is a Business Risk—Not an HR Problem." Harvard Business Review (website) (June 4, 2025).

An Insider’s Perspective on How to Reduce Fraud in the Social Sciences

By: Max Bazerman
  • Spring 2025 |
  • Article |
  • Journal of Law, Medicine & Ethics
I will describe how a fraudulent paper developed and offer insights into the institutional changes that are needed. I was a co-author on a paper described as a “clusterfake” due to at least two frauds allegedly occurring in the same paper. I will use my knowledge of behavioral ethics and my experience as a co-author on a fraudulent paper to explore changes that are needed to improve research integrity.
Keywords: Ethics; Research
Citation
Register to Read
Related
Bazerman, Max. "An Insider’s Perspective on How to Reduce Fraud in the Social Sciences." Journal of Law, Medicine & Ethics 53, no. 1 (Spring 2025): 6–10.

Dungeons & Dragons: Repairing Ecosystem Trust (B)

By: Gabriel Rossman, Oliver Schilke and Julian Zlatev
  • May 2025 |
  • Supplement |
  • Faculty Research
Supplements the (A) case, 924-008.
Citation
Purchase
Related
Rossman, Gabriel, Oliver Schilke, and Julian Zlatev. "Dungeons & Dragons: Repairing Ecosystem Trust (B)." Harvard Business School Supplement 925-034, May 2025.
More Publications

In the News

    • 05 Oct 2025
    • Wall Street Journal

    How to Spot When You’re a Hypocrite

    Re: Jillian Jordan
    • 22 Sep 2025
    • Fortune

    Harvard Business School’s Top Negotiation Expert Has Career Advice for Gen Z: It’s Not About You

    Re: Alison Wood Brooks
    • 17 Sep 2025
    • HBR On Leadership

    The Types of Questions Every Leader Should Ask

    Re: Leslie John & Alison Wood Brooks
→More Faculty News

HBS Working Knowledge

    • 17 Oct 2024

    The Reputation Risks of Sharing Fake News

    Re: Jillian J. Jordan
    • 15 Oct 2024

    We Have Better Ways to Break Habits Than Willpower. Why Don't We Use Them?

    Re: Julian J. Zlatev
    • 04 Oct 2024

    Research-Based Advice for the Seasonally Overwhelmed and Schedule Challenged

    by Rachel Layne
→More Working Knowledge Articles

Harvard Business Publishing

    • June 4, 2025
    • Article

    Employee Stress Is a Business Risk—Not an HR Problem

    By: Marion Chomse, Lydia Roos, Reeva Misra and Ashley Whillans
    • March 2025 (Revised June 2025)
    • Case

    Designing the Future of Work: Atlassian's Distributed Work Practices

    By: Ashley Whillans and Gabriel Rondón Ichikawa
→More Harvard Business Publishing

Seminars & Conferences

Oct 15
  • 15 Oct 2025

Heather Schofield, SC Johnson College of Business at Cornell University

Negotiation, Organizations & Markets (NOM) Seminar
→More Seminars & Conferences

Faculty Positions

Harvard Business School seeks candidates in all fields for full time positions. Candidates with outstanding records in PhD or DBA programs are encouraged to apply.
→Learn More

Contact Information

Negotiation, Organizations & Markets Unit
Harvard Business School
Baker Library | Bloomberg Center
Soldiers Field
Boston, MA 02163
NOM@hbs.edu

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