Förderung von Frauen in Führungspositionen: Bezugsrahmen und empirische Analyse der unternehmerischen Maßnahmen

Fehre, Kerstin; Lindstädt, Hagen; Picard, Alexander

doi:10.1007/bf03372891

Cited by 6 publications

(2 citation statements)

References 23 publications

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“…Many studies confirmed that the presence of women in managerial positions improved firm value, innovation, social responsibility and also financial results (Desvaux et al 2007;Chisholm-Burns et al 2017). Fehre et al (2014) confirmed that women representation in leading positions improve the level of communication within the organisation. It is at the same time the positive signal to other women co-workers (Lindstädt 2011).…”

Section: Gender Equalitymentioning

confidence: 89%

CBME 2017 Gender Equalities on the Czech Labor Market in Comparison with EU

Legnerova¹

2017

Proceedings of 5th International Scientific Conference Contemporary Issues in Business, Management and Education ‘2017

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Abstract. The paper deals with the equality of women and men in the labor market in the Czech Republic compared with the European Union in connection with the strategy for the period 2010-2015. The aim of the research was based on analysis of available statistical data to describe and assess the evolution of the situation in this area in the last five years, assess the benefits of the Strategy and to assess the achievement of the objectives that the European Commission has identified. Data is processed and analysed from the perspective of the whole of the European Union, with a focus on the Czech Republic. Based on the analysis of available statistical data, and through selected indicators described the current situation in selected areas of the issue of the achievement of the equality between women and men in the Czech labor market. The obtained data are compared to the data from 2009 and by the method of induction is evaluated the achievement of the rate of equality between women and men in the labor market and also the contribution and the rate of implementation of the strategy, the primary objective is mentioned in all areas to achieve this equality.

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Section: Gender Equalitymentioning

confidence: 89%

CBME 2017 Gender Equalities on the Czech Labor Market in Comparison with EU

Legnerova¹

2017

Proceedings of 5th International Scientific Conference Contemporary Issues in Business, Management and Education ‘2017

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“…The underrepresentation of female leaders drives not only the social debate but also research in this field. For example, numerous studies have looked at the prevalence (Fehre and Spiegelhalder 2017), influence (Reguera-Alvarado et al 2017;Manita et al 2018), and determinants (Fehre et al 2014;de Cabo et al 2019;Kirsch and Wrohlich 2020) of gender diversity in control and governance processes. In addition, some studies examined the determinants of executive remuneration (Marchetti and Stefanelli 2009;Rapp and Wolff 2010;Andreas et al 2012;Bugeja et al 2016;Acero and Alcalde 2020).…”

Section: Introductionmentioning

confidence: 99%

Does a gender pay gap exist on executive boards? An empirical multilevel analysis of executive board compensation in German listed companies

Handschumacher

2022

J Bus Econ

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Using a three-stage multilevel model, this paper investigates whether the compensation of female and male members of top management teams differs systematically. For this, the payment and the determinants of compensation of approximately 600 executive board members of German DAX, MDAX, and SDAX companies in the years 2016–2019 were analysed. The differences in remuneration are theoretically founded at the company level by agency theory and at the individual level by human capital theory. The empirical results show that women receive lower compensation than men on average throughout the period under review. However, these differences in pay are especially attributable to the fact that women serve on average for a shorter period on the executive board and rarely hold the CEO position. There is also evidence that executive compensation depends directly on individual attributes (length of service on and position in the board) and company-specific characteristics (firm size and performance) that differ systematically between men and women, but gender determines compensation only indirectly through these factors. The study also confirms that women are still underrepresented on executive boards. With these results, this paper contributes to corporate governance research in the context of the dualistic board system and encourages the discussion about women in leadership positions.

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