Do female and ethnically diverse executives endure inequity in the CEO position or do they benefit from their minority status? An empirical examination

• 成果类型: Article
• 署名作者: Hill, Aaron D.; Upadhyay, Arun D.; Beekun, Rafik I.
• 署名单位: Oklahoma State University System; Oklahoma State University - Stillwater; Nevada System of Higher Education (NSHE); University of Nevada Reno
• 刊物名称: STRATEGIC MANAGEMENT JOURNAL
• ISSN/ISSBN: 0143-2095
• DOI: 10.1002/smj.2274
• 发表日期: 2015
• 页码: 1115-1134
• 关键词: CEO; COMPENSATION; minority; DISCRIMINATION; resource-based view

摘要

We present competing hypotheses regarding whether gender and ethnic minority CEOs endure inequities resulting in lower compensation and higher likelihood of job exit or benefit from their valuable, rare, and inimitable minority status, resulting in higher compensation and lower likelihood of job exit. Using a longitudinal sample, we find support for the resource-based hypothesis regarding compensation that suggests CEOs benefit from their minority status to receive higher compensation than white male CEOs receive. However, we also find mixed support for our hypotheses relating CEO minority status to the likelihood of exit. We find that the effects of minority status on likelihood of exit are significantly different for female and ethnic minority CEOs such that the former relationship is negative while the latter is positive. Copyright (c) 2014 John Wiley & Sons, Ltd.