A Gender Gap in Executive Cash Compensation in Thailand: A View of the Expectancy Theory

Namwong, Kannikar; Jantarakolica, Tatre; Suwannoi, Thanomsak; Wongkantarakorn, Jutamas

doi:10.1108/s1569-373220160000019006

Cited by 6 publications

(20 citation statements)

References 27 publications

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“…Although Geiler and Renneboog (2015) confirm a gender pay gap at the executive level in UK listed firms, they observe no gender-related differences in CEO compensation when controlling for tenure, age, industry, period, marital status, and parenthood. In contrast, Keloharju et al (2016) find CEO gender wage disparities for a combination of private and public firms located in Sweden, whereas Namwong et al (2017) find evidence of a CEO cash gender pay gap in publicly listed firms in Thailand. Based on the results of non-US countries, we propose the existence of an international CEO gender pay gap and present the following hypothesis: H1.…”

Section: Theory and Hypothesesmentioning

confidence: 80%

“…The total compensation of female CEOs is about 3.3% lower than that of male CEOs. 16 Thus, unlike prior studies that primarily focus on a single country (Bugeja et al, 2012;Geiler & Renneboog, 2015;Gupta et al, 2018;Lam et al, 2013;Namwong et al, 2017) The results of our control variables help to further explain total compensation. Larger firms (SIZE) and better performing firms (ROA) tend to compensate their CEOs more.…”

Section: Main Regressionmentioning

confidence: 90%

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International differences in the CEO gender pay gap

Chen

Torsin

Tsang

2022

Corporate Governance

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Research question/issue: This study examines (i) whether and to what extent differences in the level of compensation paid to men and women can be observed at the corporate executive (i.e., CEOs) level in an international setting and (ii) whether and how country-level attitudes toward gender equality help explain the heterogeneity in the CEO gender pay gap observed across countries.Research findings/insights: Using executive compensation data from 27 countries over the 2001-2016 period, this study documents a 3.3% average difference in the level of executive compensation between male and female CEOs in countries around the world. The results further indicate that firms that transition from a male to a female CEO tend to have a significantly lower level of compensation. These results

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Section: Theory and Hypothesesmentioning

confidence: 80%

Section: Main Regressionmentioning

confidence: 90%

International differences in the CEO gender pay gap

Chen

Torsin

Tsang

2022

Corporate Governance

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Section: Discussionmentioning

confidence: 63%

“…Regarding management effectiveness indicators, compensation and pay, career opportunities and senior leadership play significant roles. This conclusion is supported by Shim and Lee (2003), Namwong et al (2017), Abdalkrim (2019), Otoo et al (2019) and Meli an-Gonz alez et al (2015). The value of compensation reflects the importance and value a company places on its employees (Rana and Malik, 2017), with satisfactory compensation contributing to efficient capital management.…”

Section: Discussionmentioning

confidence: 69%

Exploring the impact of employer brand attributes on financial performance: an intellectual capital perspective

Dženopoljac,

Ognjanović,

Dženopoljac

et al. 2023

JIC

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PurposeThe employer brand is a crucial intangible asset for companies as it enhances the employer–employee relationship, leading to improved employee performance and overall company outcomes. This paper aims to investigate the contribution of the employer brand to the financial results of companies in southern Europe.Design/methodology/approachThe sample consists of 266 companies operating in southern European countries during the year 2020. Secondary data on employer brand attributes, assessed from the perspective of current employees, were collected from the Glassdoor platform. Financial indicators were obtained from the companies' annual financial reports. The research hypotheses were tested using regression analysis.FindingsThe results of the regression analysis support the notion that the employer brand contributes to profitability indicators and management effectiveness indicators of southern European companies. However, the study did not find evidence supporting the contribution of the employer brand to market indicators and financial structure indicators of the observed companies.Originality/valueThis study is one of the first empirical investigations to assess the role of the employer brand as a human capital tool for enhancing the financial performance of companies in southern Europe. The study examines employer brand attributes from the perspective of current employees, who actively participate in shaping the employer brand and the company's image. In contrast to prior research, this study incorporates a more extensive set of financial indicators, categorized into four groups: profitability indicators, management effectiveness indicators, market indicators and financial structure indicators.

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“…Executive compensation is, therefore, a very important factor in motivating and retaining a flagship CEO. The amount of CEO compensation is influenced by several factors, including the type of gender (Owen and Temesvary, 2019) and independent board (Namwong et al 2017;Usman et al 2019). The greater the proportion of board independence (nonexecutive directors) will lower the CEO's compensation because monitoring the independence of the board is used to minimize executive profits at the expense of shareholders.…”

Section: Introductionmentioning

confidence: 99%

Factors Influencing CEO Compensation in Companies Listed on The LQ-45 Index of The Indonesia Stock Exchange 2016-2020

Wijaya,

Ismanto,

Marciano

2023

jabm

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The purpose of this study is to find out the influence of tobin's-q, return on asset, women as CEO, board independence, institutional ownership, concentrated ownership, and firm size towards CEO compensation in companies listed on LQ-45 Index of the Indonesia Stock Exchange for the period of 2016-2020. This study uses a quantitative perspective with a linear regression model and data panel. The number of 205 data was observed continuously for five years according to the sample characteristics. Test model specifications with the Chow test and Hausman test shows that random effect models using white correction provide the most suitable results. The results showed that tobin's-q, women as CEO and firm sizes have a significant positive effect on CEO compensation. Meanwhile, institutional ownership has a significant negative effect on CEO compensation. The test results show return on assets and concentration ownership have no effect on CEO compensation. The contribution of this research can provide input for investors and management to understand the conditions of female executives' compensation and the factors that have fundamentally proven to affect the compensation of CEOs. Furthermore, these results have a strong reliability to be considered in designing executive compensation packages and good governance systems.

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A Gender Gap in Executive Cash Compensation in Thailand: A View of the Expectancy Theory

Cited by 6 publications

References 27 publications

International differences in the CEO gender pay gap

International differences in the CEO gender pay gap

Exploring the impact of employer brand attributes on financial performance: an intellectual capital perspective

Factors Influencing CEO Compensation in Companies Listed on The LQ-45 Index of The Indonesia Stock Exchange 2016-2020

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