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    She’-E-O Compensation Gap: A Role Congruity View

    Access Status
    Fulltext not available
    Authors
    Wang, J.
    Markóczy, L.
    Sun, S.
    Peng, Mike
    Date
    2018
    Type
    Journal Article
    
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    Abstract

    Is there a compensation gap between female CEOs (She’-E-Os) and male CEOs? If so, are there mechanisms to mitigate the compensation gap? Extending role congruity theory, we argue that the perception mismatch between the female gender role (that assumes communal traits) and the leadership role (that assumes agentic traits) may lead to lower compensation to female CEOs, resulting in a gender compensation gap. Nevertheless, the compensation gap may be narrowed if female CEOs display agentic traits through risk-taking, or alternatively, work in female-dominated industries where communal traits are valued. Additionally, we expect that female CEOs’ risk-taking is less effective in reducing the gender compensation gap in female-dominated industries due to the conflicting emphases on agentic and communal traits. Leveraging a sample of Chinese publicly listed firms, we find support for our hypotheses. Overall, this study contributes to the ethics literature on income inequality issues, by highlighting the effectiveness of potential mechanisms to close the gender compensation gap between female and male CEOs.

    Citation
    Wang, J. and Markóczy, L. and Sun, S. and Peng, M. 2018. She’-E-O Compensation Gap: A Role Congruity View. Journal of Business Ethics.
    Source Title
    Journal of Business Ethics
    DOI
    10.1007/s10551-018-3807-4
    ISSN
    0167-4544
    School
    School of Management
    URI
    http://hdl.handle.net/20.500.11937/67620
    Collection
    • Curtin Research Publications

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