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Previous studies have found evidence of a self-serving bias in bargaining and dispute resolution. We use experimental data to test for this effect in a simulated labor relationship. We find a consistent discrepancy between employer beliefs and employee actions that can only be attributed to self-serving biases. This discrepancy is evident through stated beliefs, revealed satisfaction, and actual actions. We present evidence and discuss implications.doi:10.2139/ssrn.163268 fatcat:3t6se2cwv5fuxolgv3uaqdjlam