Gender‐Compensation Differences Among High‐Level Executives in the United States

Muñoz‐Bullón, Fernando

doi:10.1111/j.1468-232x.2010.00604.x

Cited by 65 publications

(57 citation statements)

References 53 publications

(68 reference statements)

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“…For example, the studies of Vieito and Khan (2012), Munoz-Bullon (2010), Bell (2005) and Bertrand and Hallock (2001) provide evidence that there is a gender difference in executive pay and that male executives are compensated at higher levels than female executives. Bell (2005) also documents that the gender pay gap for female executives reduces when a firm is led by a female CEO.…”

Section: Introductionmentioning

confidence: 96%

Is there a gender gap in CEO compensation?

Bugeja

Matolcsy

Spiropoulos

2012

Journal of Corporate Finance

130

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The gender pay gap generates significant political and social debate. This study contributes to this discussion by examining if a gender pay gap exists at the highest level of corporate management, the CEOs. While previous studies have documented a gender pay gap for most levels of executives the findings with respect to CEOs are conflicting. In this paper we focus only on CEO's as it is the most homogenous of executive roles and does not require us to assume that executives with similar titles undertake identical roles. Our evidence is based on 291 US firm-years for the period of 1998-2010. We do not find any association between CEO pay and gender using both the total sample and a sample matched using propensity scores to control for firm characteristics. These insignificant results hold for total pay, salary and bonuses, and for different matching procedures and econometric specifications. Our results therefore indicate that women who rise through the "glass ceiling" to the level of CEO are remunerated at similar levels to their male counterparts.

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Section: Introductionmentioning

confidence: 96%

Is there a gender gap in CEO compensation?

Bugeja

Matolcsy

Spiropoulos

2012

Journal of Corporate Finance

130

View full text Add to dashboard Cite

show abstract

“…Therefore, an original offer may not be reflective of the agreed‐upon starting salary and thus may actually underestimate the pay gap. Additionally, research on the gender pay gap at the executive level has also indicated that most (90%) of the gap is attributed to variable pay (such as stock options) rather than base salary (Muñoz‐Bullón, ). Similar to our findings, this research found that executive base pay shows no significant gender gap when controlling for occupational and industry control variables (Muñoz‐Bullón, ).…”

Section: Discussionmentioning

confidence: 99%

“…Additionally, research on the gender pay gap at the executive level has also indicated that most (90%) of the gap is attributed to variable pay (such as stock options) rather than base salary (Muñoz‐Bullón, ). Similar to our findings, this research found that executive base pay shows no significant gender gap when controlling for occupational and industry control variables (Muñoz‐Bullón, ). Therefore, our respondents’ starting salary figure may not have incorporated the largest facet of the gender pay gap at the executive level.…”

Section: Discussionmentioning

confidence: 99%

How perceived riskiness influences the selection of women and men as senior leaders

Esch

Hopkins

O’Neil

et al. 2018

Human Resource Management

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This study investigates the role of perceived riskiness in senior leadership selection decisions. Perceived riskiness is defined as the degree of uncertainty and the significance of the outcomes from the selection decision. Hypotheses that perceived riskiness is a mediator between a candidate's qualifications and selection as well as salary offer, and that gender moderates those relationships, were examined through structural equation modeling and logistic regression. A sample of 253 individuals with prior experience in hiring and promotion decisions responded to an online survey where they read a job description and candidate profile summary of one of the following: a highly qualified female, a highly qualified male, a moderately qualified female, or a moderately qualified male. The results demonstrated a complementary mediating effect of perceived riskiness between a candidate's qualifications and their selection, and between a candidate's qualifications and their salary offer. In addition, gender moderates the pathway from qualifications to perceived riskiness in that highly qualified women were perceived as less risky for senior leadership than highly qualified men, while moderately qualified women were seen as riskier for senior leadership than moderately qualified men. We offer recommendations for human resource professionals and hiring managers to recognize and mitigate the perceived riskiness of women in the selection process for senior leadership roles.

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“…Estes resultados poderão indicar que embora o diferencial de género exista e seja elevado em Portugal, neste caso de 93,864% desfavorável às mulheres, no que toca aos salários, esta diferença não é estatisticamente significativa, contrariando, assim, outros estudos como o de Pichler et al (2008), Bowlin e Renner (2008), Munoz-Bullón (2010) ou Kulich et al (2011).…”

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Mulheres na Gestão de Topo: A Problemática do Gap de Gênero e Salarial

Marques¹,

Ferreira²

2015

RIAE

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RESUMONeste estudo pretende identificar-se e verificar-se a presença de um diferencial de género em cargos de gestão de topo, em Portugal. Tenta estudar-se a representatividade das mulheres em cargos de liderança e tenta, também, perceber se a questão da liderança é um problema da passagem de cargos de gestão intermédia para lugares de gestão de topo. Pretende-se, ainda, identificar e verificar a presença de um diferencial de salários entre homens e mulheres que ocupam cargos de gestão de topo em Portugal. Tentando ser inovador no que toca ao estudo da liderança, neste estudo desenvolveu-se um indicador que permitirá medir a capacidade de liderança dos indivíduos em cargos de gestão de topo, para perceber se a fraca representatividade das mulheres encontrada se pode dever a uma capacidade inferior de liderança. Os resultados mostram que mulheres e homens, em cargos de gestão de topo, são similares relativamente à capacidade de liderança. Palavras-chave:Gênero; Salários; Gestão de Topo; Liderança; Diferencial. WOMEN IN TOP MANAGEMENT POSITIONS: THE GENDER AND SALARY GAP ISSUE ABSTRACTThis study aims to identify and verify the presence of a gender gap in top management positions. This study try to figure out what the representation of women in positions of leadership, in Portugal, and figure out if the issue of leadership is a problem for passing intermediate management positions to top management positions. It also aims to identify and verify the presence of a wage gap between men and women occupying positions of top management. Trying to be innovate in the study of leadership, it has been developed an indicator that allows the measurement of the leadership competence of individuals in top management positions, to understand if the scarcity of women found in this positions is due to lower leadership skills. The results show that men and women, in top management positions, are similar in what concerns to leadership ability.Keywords: Gender; Pay; Top Management; Leadership; Gap. 44 Mulheres na Gestão de Topo: A Problemática do Gap de Gênero e Salarial _______________________________ Revista Ibero-Americana de Estratégia -RIAEVol. 14, N. 1. Janeiro/Março. 2015 MARQUES/ FERREIRA MUJERES EN POSICIONES DE ALTA DIRECCIÓN: LA PROBLEMÁTICA DEL GAP DE GÉNERO Y SUELDO RESUMENEste estudio pretende identificar y verificar la presencia de una brecha de género en los puestos de alta gerencia. Intenta averiguar la representación de las mujeres en posiciones de liderazgo, en Portugal y averiguar si el tema del liderazgo es un problema para pasar desde puestos intermedios a puestos de alta gerencia. También tiene como objetivo identificar y verificar la presencia de un diferencial de sueldos entre hombres y mujeres que ocupan puestos de alta dirección. Intentando ser innovador cuando se trata del estudio del liderazgo, ha desarrollado un indicador que mide la capacidad de liderazgo de los individuos en posiciones de alta dirección, para entender si la débil representación de las mujeres encontrada puede deberse a una menor capacid...

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Gender‐Compensation Differences Among High‐Level Executives in the United States

Cited by 65 publications

References 53 publications

Is there a gender gap in CEO compensation?

Is there a gender gap in CEO compensation?

How perceived riskiness influences the selection of women and men as senior leaders

Mulheres na Gestão de Topo: A Problemática do Gap de Gênero e Salarial

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