The Effects of Executive, Firm, and Board Characteristics on Executive Exit

Becker‐Blease, John R.; Elkinawy, Susan; Hoag, Christopher; Stater, Mark

doi:10.1111/fire.12106

Cited by 8 publications

(3 citation statements)

References 26 publications

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“…Between 2004 and 2013, almost 35% of all incoming women CEOs in the largest 2500 public firms were outsiders. Nevertheless, most research on the gender gap has focused on internal promotion and firms' turnover practices (Becker‐Blease et al, 2010, 2016; Bertrand & Hallock, 2001; Cohen et al, 1998; Dezső et al, 2016; Smith et al, 2013). In addition, some studies found that women executives may not be as disadvantaged and may enjoy a “female premium” in the upper ranks of management (Hill et al, 2015; Leslie et al, 2017).…”

Section: Discussionmentioning

confidence: 99%

“…Due to the very small number of women executives in these firms, these studies accounted for only around 100 women executives (e.g., Bonet et al, 2020; Cook & Glass, 2014; Dezső et al, 2016; Gayle et al, 2012; Helfat et al, 2006). Because of such limited data, most research in this area has focused on internal barriers to promotion rather than on the gender gap in external labor markets (Becker‐Blease et al, 2010, 2016; Bertrand & Hallock, 2001; Bonet et al, 2020; Cohen et al, 1998; Dezső et al, 2016; Smith et al, 2013). Using a comprehensive dataset of women executives allows me to track internal and external promotions.…”

Section: Introductionmentioning

confidence: 99%

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The role of information in the gender gap in the market for top managers: Evidence from a quasi‐experiment

Tsolmon

2023

Strategic Management Journal

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Research SummaryThis study examines the role of information in the gender gap in the executive labor market from the market frictions perspective. I ask whether increases in objective and reliable information about managerial quality close the gender gap in career advancements. To obtain exogenous variation in the availability of information, I exploit a natural experiment provided by the adoption of the International Financial Reporting Standards (IFRS) in 2005 by the European Union countries. I find that when reliable and objective information is more available, women executives are more likely to be hired away with promotion than men, especially from high‐performing firms. However, the gains in advancement rates are dampened in regions where societal views on women in the workplace are less favorable.Managerial SummaryBridging opportunity gaps for underrepresented groups remains a significant challenge for firms and policymakers. This research investigates the role of transparent financial disclosures by firms in closing the gender gap in executive promotions. Utilizing the adoption of the IFRS in EU countries, the study finds that women executives are more likely to be hired away with promotion than men, especially from high‐performing firms. However, less favorable societal views about working women weaken these effects. The study suggests that firms can leverage informational asymmetry in the labor market to access high‐quality managerial resources. Concurrently, firms must be cognizant of how financial regulations may affect their competitive edge in the executive talent market and adjust their internal retention policies accordingly.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The role of information in the gender gap in the market for top managers: Evidence from a quasi‐experiment

Tsolmon

2023

Strategic Management Journal

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“…At the same time, the literature on this topic confirms that the random external effects model (?) may be better for creating dependences [59]. Graphical data analysis does not eliminate heteroscedasticity unambiguously, therefore we conducted the Breusch-Pagan and White tests.…”

Section: Empirical Analysismentioning

confidence: 99%

Influence of CEO Human Capital and Behavioral Characteristics on Economic Profit of Russian Companies

Nazarkina¹,

Gostkov²,

Lapteva³

et al. 2022

КФ

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We investigate how different personal traits of a chief executive officer (CEO) influence value creation in one of the largest emerging capital markets in Russia. Our research model considers several components of human capital of a CEO. Moreover, we include CEO’s behavioral biases looking at overconfidence measured by industry adjusted ratio of capital expenditures and narcissism captured by the analysis of CEO’s photos following previous academic research approaches. The CEO power is applied to understand its impact over value creation and possible mitigating effect. Our sample consists of 111 Russian publicly traded companies and 235 CEOs for 8 years (from 2013 to 2020). We apply economic profit criteria to measure corporate performance with economic value added (EVA) which captures the spread between actual return on capital derived from financial reports and overall cost of capital based on the risks of a company collected from Bloomberg . We use first-order differences in company’s contribution to EVA after adjustments to the industry and overall market contributions to EVA for the sample. We find empirical evidence that CEO’s human capital affects value creation measured by first-order differences to industry adjusted EVA yearly. Furthermore, the CEO power has positive impact over value creation in Russian corporations while behavioral biases such as overconfidence ad narcissism do not have significant relationship with the changes in EVA.

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An Agent-Based Simulation of Corporate Gender Biases

Zhang¹,

Gaudiano²

2019

Advances in Intelligent Systems and Computing

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The Effects of Executive, Firm, and Board Characteristics on Executive Exit

Cited by 8 publications

References 26 publications

The role of information in the gender gap in the market for top managers: Evidence from a quasi‐experiment

The role of information in the gender gap in the market for top managers: Evidence from a quasi‐experiment

Influence of CEO Human Capital and Behavioral Characteristics on Economic Profit of Russian Companies

An Agent-Based Simulation of Corporate Gender Biases

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