METHODS: The focus of the current study was descriptive and exploratory in nature, therefore a mixed method design was employed. The quantitative strand included a cross-sectional survey design while the qualitative component also included a cross-sectional approach. The instrument used to gather the data consisted of twenty-five Likert-scale items and three open-ended questions. Based on an extensive literature review, the survey was developed by the authors to garner descriptive components related to salary, benefits, and negotiating practices of nurse practitioners. The qualitative strand focused specifically on the factors related to negotiating practices. Additional demographic data were collected including years of experience, earning history, race, age, gender and ethnicity. To ensure face validity, the items of the survey were reviewed for clarity and structure by a panel of APRNs and nursing faculty.
Following approval of the university’s institutional review board, the AANP Research Committee also completed review and approval so data could be collected at the 2018 American Association of Nurse Practitioners' National Conference. Participants had the option to complete a paper and pencil version of the survey or complete it using Survey Monkey.
RESULTS: Quantitative data revealed that fewer females (49%) than males (53%) negotiated there salary. Mean salary difference among females who negotiated their salary versus females who did not negotiate was $1,381 higher. Males fared better than females in negotiation of base salary (86% vs 72%), schedule (85% vs 32%), paid time off (78% vs 43%), bonus (57% vs 28%), continuing education (93% vs 53%), malpractice insurance (78% vs 43%), and licensure (79% vs 49%). Males were also more confident than females during the negotiation process (36% vs 13%) and felt less anxious and more prepared than their female colleagues.
Qualitative data collected from this survey continued to demonstrate a lack of confidence and inexperience with negotiation among female nurse practitioners. When describing factors that prevented one from negotiating or factors that negatively affected the negotiation process; females used words such as inexperience, insecurity, fear, and lack of confidence. Male responses to these questions were related to set rates by a governing body or being a new graduate. In discussing factors that positively affected the negotiation process, both males and females stated having knowledge of current salaries in the field as well as having a mentor were beneficial.
CONCLUSION: Negotiation practices among female and male nurse practitioners continue to differ. Lack of success among female negotiators as compared to their male colleagues may stem from inexperience, insecurity, and lack of confidence. Future implications should focus on improving negotiating skills among female nurse practitioners by offering negotiation workshops/education to new graduates and active nurse practitioners.