Female CEOs and green innovation

Javed, Muzhar; Wang, Fangjun; Usman, Muhammad; Gull, Ammar Ali; Zaman, Qamar

doi:10.1016/j.jbusres.2022.113515

Cited by 64 publications

(19 citation statements)

References 131 publications

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“…Joecks et al, 2023;Qu et al, 2021). There are lots of factors that currently affect corporate green innovation performance, including the management (Chen et al, 2023;Javed et al, 2023), enterprises themselves (Knott & Vieregger, 2020;Wang, 2019;Yang & Chen, 2023), the government (Wang & Wang, 2021;Yin et al, 2022), and so on. Nowadays, with the increasing frequency and intensity of extreme weather events and the occurrence of global warming, the fragility of climate change is gradually becoming prominent, which has caused huge economic losses (Ahmad et al, 2023;Huang et al, 2018Huang et al, , 2022.…”

Section: Introductionmentioning

confidence: 99%

“…By utilizing new concepts and technologies to achieve environmental pollution reduction and resource consumption savings and bringing the corresponding economic benefits (Yin et al, 2022), green innovation is also one of the ways to improve the sustainable competitive advantage of enterprises (Briest et al, 2020; Chatzoglou & Chatzoudes, 2017; Joecks et al, 2023; Qu et al, 2021). There are lots of factors that currently affect corporate green innovation performance, including the management (Chen et al, 2023; Javed et al, 2023), enterprises themselves (Knott & Vieregger, 2020; Wang, 2019; Yang & Chen, 2023), the government (Wang & Wang, 2021; Yin et al, 2022), and so on. Nowadays, with the increasing frequency and intensity of extreme weather events and the occurrence of global warming, the fragility of climate change is gradually becoming prominent, which has caused huge economic losses (Ahmad et al, 2023; Huang et al, 2018, 2022).…”

Section: Introductionmentioning

confidence: 99%

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Climate policy uncertainty and corporate green innovation performance: From the perspectives of organizational inertia and management internal characteristics

Huo

Liu

2023

Manage Decis Econ

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The impact of policy uncertainty caused by climate change has attracted widespread attention, but there are few studies on the relationship between climate policy uncertainty and corporate green innovation performance. This paper uses a sample of the A‐share listed companies in Shanghai and Shenzhen from 2007 to 2020 to explore the impact of climate policy uncertainty on corporate green innovation performance. And this paper also studies the moderating effect of organizational inertia and the joint moderating effects of managerial openness and organizational inertia, as well as managerial risk‐taking propensity and organizational inertia. The results show that climate policy uncertainty positively affects corporate green innovation performance. And organizational inertia can positively moderate the impact of climate policy uncertainty on corporate green innovation performance. Besides, managerial openness and organizational inertia, as well as managerial risk‐taking propensity and organizational inertia, jointly moderate the impact of climate policy uncertainty on corporate green innovation performance. When both managerial openness and organizational inertia are higher, the positive impact of climate policy uncertainty on corporate green innovation performance is the strongest. When both managerial risk‐taking propensity and organizational inertia are lower, the positive impact of climate policy uncertainty on corporate green innovation performance is the weakest.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Climate policy uncertainty and corporate green innovation performance: From the perspectives of organizational inertia and management internal characteristics

Huo

Liu

2023

Manage Decis Econ

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“…Institutional theory highlights the promotion of policies (such as green taxation, supervision, and regulations) on environmental innovation, and informal institutional theory underlines the influence of corporate culture and environmental ethics (Qi et al, 2021; Weng et al, 2021). Upper echelons theory proposes that the demographic characteristics and cognition of executives, CEOs, and other managers shape their decision‐making preferences, thereby affecting firms' environmental innovation decisions (Arena et al, 2018; Javed et al, 2023). Finally, social responsibility and time orientation also influence firms' environmental innovation to some extent.…”

Section: Discussionmentioning

confidence: 99%

Trending topics and themes in environmental innovation research based on topic modeling

Liao

Liu

2023

Sustainable Development

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In the context of carbon neutrality, environmental innovation has become an important way for companies to achieve sustainable development and gain a competitive advantage. To systematically grasp the current status of the environmental innovation literature, this study conducted a thematic modeling and coding analysis of 19,936 papers published between 2000 and 2022 using an unsupervised thematic model. The research content pertaining to environmental innovation was sorted following the logic of "influencing factors, boundary conditions, and influencing outcomes." The results showed that previous scholars had classified the factors driving environmental innovation based primarily on five theories, including stakeholder theory, resource-based theory, institutional theory, informal institutional theory and upper echelons theory. Green absorptive capacity, firm size, and slack resources played a moderating role in the influence of other factors on environmental innovation, but the relationship between environmental innovation and firm performance remained uncertain. Finally, combining the limitations of previous studies, we outline several directions for future research to achieve breakthroughs.

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“…Surface-level characteristics act as a stand-in for cognitive resources and personal, difficult to discern, characteristics (Jackson et al , 1995; Soleimani and Stauffer, 2022; Wang et al , 2022). For instance, research using upper echelons theory has demonstrated linkages between the demographic characteristics of a firm’s leaders and organizational decisions and outcomes (Finkelstein et al , 1996; Javed et al , 2023; Roberson and Hyeon, 2007; Schumann et al , 2023). In line with this stream of thinking, race and gender have often been used in diversity research as proxies for differences in perspectives and human capital (Hillman et al , 2002; Kolev and McNamara, 2020; Roh and Sung, 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

The relationship between women and racial minority employees/managers and financial performance

Smith,

De Leon

2023

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Purpose Diversity, equity and inclusion (DEI) have become prioritized goals of business, such as hiring more women and racial minorities. This study adds to the body of research regarding the value of diversity in organizations by examining the relationship between diversity at the workforce level and the financial performance of the organization. The empirical results of prior research have provided mixed results, finding mainly positive, but also negative, and nonsignificant relationships (Sharma et al., 2020; Vlas et al., 2022). The purpose of this study is to examine the current employment status of women and racial minorities in top US companies, then analyze if a correlation exists between a company’s profit margin and its percentage of women and racial minority employees and managers. Design/methodology/approach This study examined the top 200 companies in the Fortune 500 companies; these are the largest companies by revenue in the USA. Companies were ranked according to each variable (% of women employees, % of racial minority employees, % of women managers and % of racial minority managers) and then divided into equal quartiles. The mean profit margin for the top quartile was compared with the mean profit margin for the bottom quartile. T-tests were used to determine whether significant differences in profit margin exist between companies. This methodology of comparing top and bottom quartiles was developed in prior studies. Findings Fortune 200 companies have an average of 40% women and also 40% racial minorities in their workforce. Both women and racial minorities account for a smaller percentage of managers. Women account for 34% of managers, while racial minorities account for 29%. There is a significant positive relationship between profit margin and two of the variables. Companies with 45% or more women managers have a significantly higher profit margin than companies with the lowest percentages of women managers. Companies with 48% or more racial minority employees have a significantly higher profit margin than companies with the lowest percentages of racial minority employees. These findings are in-line with the existing body of research that has found mixed impacts of diversity on firm performance (cf. Hoobler et al., 2018; Leung et al., 2022) and draws attention to the need to consider the impact of gender and racial diversity on firms at various management levels within the firm to better understand the impact that increasing diversity has on firm performance (cf. Curado et al., 2022). Originality/value This paper adds to the body of knowledge by assessing the current status of women and racial minorities in top US companies and, then, analyzing if a correlation exists between a company’s profit margin and the number of women and racial minority employees and managers. Findings provide companies with further incentive to maintain DEI as a prioritized goal.

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Female CEOs and green innovation

Cited by 64 publications

References 131 publications

Climate policy uncertainty and corporate green innovation performance: From the perspectives of organizational inertia and management internal characteristics

Climate policy uncertainty and corporate green innovation performance: From the perspectives of organizational inertia and management internal characteristics

Trending topics and themes in environmental innovation research based on topic modeling

The relationship between women and racial minority employees/managers and financial performance

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