心理学
现存分类群
首席执行官
多样性(政治)
心理信息
高管薪酬
论证(复杂分析)
补偿(心理学)
性别多样性
透视图(图形)
社会心理学
人口经济学
公司治理
管理
政治学
经济
生物
进化生物学
人工智能
化学
法学
生物化学
梅德林
计算机科学
作者
Cristian L. Dezsö,Yixuan Li,David Gaddis Ross
摘要
We study the implications of having a female chief executive officer (CEO) for the compensation levels of other top managers of a firm. Extant theoretical perspectives, such as social identity theory, gendered notions of firm status, and loss of diversity benefits, among others, make competing predictions about the effect of having a female, as opposed to a male, CEO: (a) that only female top managers may earn more, (b) that both female and male top managers may earn less, and (c) that only female top managers may earn less. Using over 20 years of data on the top management teams (TMTs) of the largest 1,500 U.S. firms, we find that women (but not men) in top management earn significantly less with a female CEO than what they would have earned with a male CEO in a given year within a particular firm. We theorize that these results are consistent with the argument that a female top manager confers diversity benefits on her firm, which become redundant when there is a female CEO. Thus, the focal female top manager is paid less with a female CEO than what she would have earned with a male CEO. Our post-hoc test related to the effect of the percentage of female members on the TMT provides further empirical evidence for the diversity benefits perspective. This study contributes to research on TMTs, gender, and compensation and should inspire further work investigating the psychological mechanisms through which CEO gender influences TMT compensation. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
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