Is Board Gender Diversity a Driver of CEO Compensation?: Examining the Leadership Style of Institutional Women Directors
Impacto
Scholar |
Otros documentos de la autoría: Pucheta-Martínez, María Consuelo; Bel-Oms, Inmaculada; Olcina-Sempere, Gustau
Metadatos
Mostrar el registro completo del ítemcomunitat-uji-handle:10234/9
comunitat-uji-handle2:10234/8648
comunitat-uji-handle3:10234/8649
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INVESTIGACIONMetadatos
Título
Is Board Gender Diversity a Driver of CEO Compensation?: Examining the Leadership Style of Institutional Women DirectorsFecha de publicación
2017Editor
Research Institute of Asian Women, Sookmyung Women's UniversityISSN
1225-925XCita bibliográfica
PUCHETA-MARTÍNEZ, María Consuelo; BEL-OMS, Inmaculada; OLCINA-SEMPERE, Gustau. Is Board Gender Diversity a Driver of CEO Compensation?. Asian Women, 2017, vol. 33, no 4, p. 55-80Tipo de documento
info:eu-repo/semantics/articleVersión de la editorial
http://www.e-asianwomen.org/_common/do.php?a=full&b=21&bidx=930&aidx=12431Versión
info:eu-repo/semantics/publishedVersionPalabras clave / Materias
Resumen
In this investigation, we aim at examining the influence of institutional female directors on CEO compensation. Specifically, we investigate the impact of institutional female directors as a whole, differentiating by ... [+]
In this investigation, we aim at examining the influence of institutional female directors on CEO compensation. Specifically, we investigate the impact of institutional female directors as a whole, differentiating by whether female directors have business ties with the firms’ boards on which they sit (pressure-sensitive female directors) or do not have business links (pressure-resistant female directors). We hypothesize that there is a nonlinear association, specifically quadratic, between institutional, pressureresistant and pressure-sensitive female directors on boards, and CEO compensation. Our findings show that CEO compensation decreases with low levels of institutional female directors and pressure-resistant female directors on boards, but when their presence on boards increases beyond a certain threshold, CEO compensation also increases. We also find that CEO compensation is not affected by pressure-sensitive female directors on boards. These findings support the premise that institutional female directors on boards cannot be considered a homogeneous group, but play an important role in managerial monitoring and remuneration policies, thus affecting the corporate governance system. [-]
Publicado en
Asian Women, 2017, vol. 33, no 4Derechos de acceso
Copyright 2017 by the Research Institute of Asian Women, Sookmyung Women's University.
http://rightsstatements.org/vocab/InC/1.0/
info:eu-repo/semantics/openAccess
http://rightsstatements.org/vocab/InC/1.0/
info:eu-repo/semantics/openAccess
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