Results 11 to 20 of about 7,168 (264)
CEO attributes and firm performance: Evidence from companies listed on Ho Chi Minh Stock Exchange
Cogent Economics & Finance, 2023 This study conducted on HOSE-listed companies for the period 2016–2020 examines the influence of chief executive officer (CEO) attributes on company performance. The System GMM methodology is applied to estimate and test dynamic panel data models.
Dzung Viet Nguyen +2 more
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CEO Gender, Ethical Leadership, and Accounting Conservatism [PDF]
Journal of Business Ethics, 2014 Since male CEOs dominate corporate leadership, the literature on top management decision making suffers from an implicit masculine bias. Although research indicates that males and females are biologically and psychologically different, the leadership characteristics of female CEOs are largely unexplored.
Ho, Simon S. M. +3 more
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CEO gender and firm performance: It is the predecessor-successor gender combination that matters!
International Journal of Business, Economics and Management, 2023 This study was set to provide a response to the following question: What is the relationship between the gender of CEO successor and firm performance? We analyzed data from 4,338 CEO successions in companies listed in China Stock Exchanges from 2001 to 2016.
Bozionelos, Nikos +2 more
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CEO gender and SMEs innovativeness: evidence for Spanish businesses [PDF]
International Entrepreneurship and Management Journal, 2021 AbstractThis paper analyses the role of gender of the chief executive officer (CEO) on the propensity to introduce innovations using a sample of 1405 Spanish small- and medium-sized enterprises (SMEs). We examine whether there are significant differences between female- and male-led businesses in terms of their propensity to innovate, and whether these
Alfonso Expósito +2 more
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Journal of Business and Social Review in Emerging Economies, 2022 Purpose: Current research intended to probe the impact of executive compensation, CEO compensation and diversity on the organizational financial performance with the moderating role of systemic factors.
Shoukat Malik, Noorulain Waheed
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CEO power and CSR: the moderating role of CEO characteristics
China Accounting and Finance Review, 2023 The purpose of this study is to examine the moderating role of the characteristics of the chief executive officer (CEO) on the association between CEO power and corporate social responsibility (CSR) performance. This paper conducts multiple regression
Hsuan-Lien Chu +2 more
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CEO social capital, board gender diversity and environmental disclosures of public companies in Southeast Asia [PDF]
Journal of Asian Business and Economic StudiesPurposeWe examine the relationship between CEO social capital and environmental disclosures and the moderating role of board gender diversity on the basis of stakeholder theory.Design/methodology/approachWe use 937 firm-year observations from public ...
Suham Cahyono +3 more
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CEO characteristics and earnings management: evidence from Indonesia
Manajemen dan Bisnis, 2021 The CEO has an important role as a decision maker in the company and is responsible for the company's performance. This study was conducted to measure the effect of CEO on earnings management in 495 samples of non-financial companies listed on the ...
Ameila Ameila, Rizky Eriandani
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CEO GENDER AND FIRM PERFORMANCE IN MALAYSIA
UNIMAS Review of Accounting and Finance, 2023 This study aims to examine the link between CEO gender and company performance in Malaysia Using 30 companies for the period from 2018 to 2022 and a panel data analysis, the findings show that gender, firm age, and the number of directors have no effect on a company's performance. Contrarily, firm size significantly enhances the performance of the firm.
Bakri, Abdul Karim +4 more
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Diagnosing Discrimination: Stock Returns and CEO Gender [PDF]
SSRN Electronic Journal, 2006 A vast labor literature has found evidence of a “glass ceiling,” whereby women are under-represented among senior management. A key question remains the extent to which this reflects unobserved differences in productivity, preferences, prejudice, or systematically biased beliefs about the ability of female managers.
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