Who pays the penalty? Implications of the gender pay disparities within top management teams for firm performance.
Who pays the penalty? Implications of the gender pay disparities within top management teams for firm performance.
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DOI：
10.1002/hrm.22067
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发表时间：
2021
影响因子：
6.6
通讯作者：
J.
中科院分区：
文献类型：
--
作者：
Yanadori;Y.;Kulik;C.T.;and Gould;J.
尽管任命女性担任企业领导职务具有预期的优势，但经验证据为女性在高层管理团队 (TMT) 中的代表性与随后的公司绩效之间的正相关关系提供了好坏参半的支持。考虑到女性 TMT 成员的薪酬通常低于男性同事的证据，本研究探讨了性别薪酬差异对女性在 TMT 中的代表性与公司绩效之间关系的影响。我们利用澳大利亚上市公司 TMT 薪酬数据进行的分析表明，TMT 内部的性别薪酬差异对 TMT 中女性代表性与随后的公司绩效之间的关系产生负面影响。具体来说，当女性 TMT 成员的薪酬低于男性同事且性别薪酬差距较大时，女性在 TMT 中的代表性与公司绩效呈负相关。
Despite the expected advantages of appointing women to corporate leadership roles, empirical evidence provides mixed support for the positive relationship between women's representation in the top management team (TMT) and subsequent firm performance. Considering the evidence that female TMT members are often paid less than their male colleagues, this study examines the implications of a gender pay disparity for the relationship between women's representation in the TMT and firm performance. Our analysis that draws on TMT pay data in public Australian firms demonstrates that gender pay disparities within TMTs negatively moderate the relationship between women's representation in the TMT and subsequent firm performance. Specifically, when female TMT members are paid less than their male colleagues, and this gender pay disparity is large, women's representation in the TMT is negatively associated with firm performance.