Suchergebnisse

AbstractResearch Question/IssueContributing to ongoing debates on the determinants of diversity at the helm of companies, we investigate the relationship between executives' gender and pay inequality within the top executive team.Research Findings/InsightsUsing a panel data set of US listed firms, we find that a greater inequality in executive pay is positively associated with the exit of female executives from the firm's top executive team. This effect is economically larger when the starting level of female representation in the executive team is low, when the firm uses more variable compensation to reward executives, and when the firm operates in geographic areas featuring stronger aversion toward income inequality.Theoretical/Academic ImplicationsOur study expands existing knowledge on the organizational and external factors promoting gender diversity at the top of companies. Although this literature has widely analyzed women's entry into corporate positions, exit has been largely neglected. Our study fills this gap by documenting significant gender differences in the relationship between executives' pay inequality and exit from the top executive team. In so doing, we connect the literatures on gender diversity and executive pay distribution, which have developed in a rather independent manner.Practitioner/Policy ImplicationsDrawing on insights from corporate governance and behavioral economics, this study offers novel evidence to policy‐makers interested in addressing the under‐explored challenges associated with the retention of women in corporate positions and their upward mobility within the corporate hierarchy. Moreover, the contextual variations behind our main finding suggest that cultural values and norms may play a key role in shaping the effectiveness of public policies aimed at increasing diversity in corporate governance positions.

An underrepresentation of women in executive positions has persisted for decades. This paper aims to analyze the financial impact of women in executive positions in German companies by examining the economic value added and exploring the effects of Environmental, Social, and Governance (ESG) factors and female supervisory board members on female board members. The results indicate that in the 200 largest German companies, the share of female executives increased between 2018 and 2022. Regardless of industry, female executives started at very low levels at around 4% in 2018; in 2022, this figure reached around 11%. Thereby, the financial sector showed the highest share of female executives at around 14% in 2022, and the industrial sector at around 9%. A closer look reveals that large companies have higher shares of female executives than smaller companies. Large companies show an average of 17% compared to small ones, and in 2022, only 8%. There is a positive correlation between the share of female supervisory board members and female executives, arguing that female supervisory board members seem to hire more female executives. Companies with more female executives tend to have lower ESG controversy scores, and companies with more female executives, measured by the economic value added, perform better financially than companies with few or no women. Companies with female executives show about 2 percentage points higher economic value added than those with the lowest share of females (no or few female executives). Thus, it seems that female executives matter and make a difference in companies.

Scholarly investigations have greatly advanced our understanding of gender stereotypes as they pertain to leadership roles. However, an examination of citizens' evaluations of the personal and political characteristics of ministers using an experimental design is still lacking. In this article, we aim to determine whether individuals exhibit discrimination against women occupying the position of finance minister (FM), which presents an opportunity to assess the impact of stereotypes within one of the most 'masculine' cabinet portfolios. We implement a conjoint analysis in Spain to isolate the influence of appointees' attributes on their selection. The results suggest that women are preferred for this post. In contrast to established knowledge derived from legislative studies, being single benefits female ministers more than it does their male counterparts in obtaining the position of FM, as agentic attributes can hold more value in these positions.

Purpose
This study aims to investigate the impact of female chairperson, female chief executive officer and presence of females on boards on listed firms' profitability using data from Ghana.


Design/methodology/approach
This study used ordinary least square estimation and generalized least square (i.e. fixed and random effect estimation techniques) estimation on the data of 15 nonfinancial listed firms on Ghana Stock Exchange between 2010 and 2020.


Findings
The results show that while males dominate corporate executive positions in listed nonfinancial firms in Ghana, females serving in top corporate executive positions like chief executive officer, board chairperson and female board membership positively impact listed firms' performance in the form of return on assets, net profit margin and gross profit margin. These findings are consistent even when year and industry effects are controlled for. This suggests that enacting policies at the national and firm levels to encourage female participation in corporate executive roles/positions are critical for promoting firm performance.


Originality/value
This study extends extant empirical literature on the economic role of female executives in firm performance from the developing context of Ghana. With calls in literature for more studies on the subject matter in varied contexts and conditions, this study takes the discussion a step further by investigating whether the gender of those in positions such as board chairperson and chief executive officer matters in firm profitability in Ghana.

Stata Syntax-files zur Erstellung von Tabellen und Abbildungen des Aufsatzes; verwendete Daten: EU Labour Force Survey 2018 (Niederlande, Österreich, Schweiz, Deutschland, Schweden, Frankreich, UK). Aus Datenschutzgründen können diese nicht auf dem Replikationsserver veröffentlicht werden. Sie können bei Eurostat beantragt werden (Informationen unter http://ec.europa.eu/eurostat/de/web/microdata/european-union-labour-force-survey).

Report of the Texas State Auditor's Office related to conducting a review on the compensation of executive positions as outlined in the General Appropriations Act.