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Wages are considered sticky if they do not quickly adjust to new market conditions or changes in the overall economy. Wage stickiness can occur in both directions, either downwards (resistance to lowering wages) or upwards (resistance to raising wages). The key factors contributing to wage stickiness are: 1. Employment contracts: Legal agreements often determine wages, making them difficult to change suddenly. 2. Labor unions: Unions often negotiate and establish wage rates that may not quickly change with market conditions. 3. Employee morale: Employers may be reluctant to lower wages as it could negatively affect employee morale, productivity, and retention. 4. Fair wage-effort hypothesis: This theory suggests that workers perceive a wage as fair and are more willing to put in more effort; thus, employers may maintain or increase wages to maximize productivity. 5. Price stickiness: If prices for goods and services do not quickly adjust in response to changes in the economy, wages may also remain unchanged.

There could be several reasons why wages may be more sticky downwards than upwards: 1. Psychological factors: Workers often perceive wage cuts negatively, affecting morale and productivity. Employers may avoid lowering wages to maintain a positive workplace environment. 2. Nominal wage rigidity: Workers may resist nominal wage cuts, even if they correspond to real wage cuts due to inflation. Employers may prefer to maintain the same wage level or provide smaller wage increases rather than face worker backlash over nominal wage cuts. 3. Unemployment: Employers may fear that lowering wages would lead to higher unemployment rates and have negative social and economic consequences.

It's important to note that upward wage stickiness can still exist, but it might not be as prominent as downward wage stickiness due to the following reasons: 1. Competitive job market: When the job market is competitive, employers are more likely to offer higher wages to attract and retain top talent. 2. Cost of living increase: Employers may be more willing to increase wages to cover the rise in the cost of living to maintain a stable workforce. 3. Performance incentives: Employers can tie wage increases to performance metrics, making workers more likely to accept and even expect these wage hikes based on their productivity.

In conclusion, it does make sense that wages are often more sticky downwards than upwards due to factors such as psychological effects, nominal wage rigidity, and concerns about unemployment. While upward wage stickiness can still be observed, it is typically less prevalent as competition, cost of living adjustments, and performance incentives may encourage employers to offer higher wages when needed.