Female Chief Research Articles

Underrepresentation of female CEOs in China: The role of culture, market forces, and foreign experience of directors

We investigate the effect of a specific aspect of national culture on the selection of female Chief Executive Officers (CEOs) in Chinese companies. Exploring a sample of 2519 listed firms for the period 2008–2017, we find that firms located in regions that are more demonstrably influenced by Confucianism, which promulgates female subordination to men, are less likely to select female CEOs. In addition, although female CEOs measurably outperform male counterparts, they receive lower pay. We also find that the extent of competition in product markets and the directors’ foreign experience moderate the effect of Confucian culture on CEO gender inequality.

How do female CEOs affect corporate environmental policies?

AbstractHow do female Chief Executive Officers (CEOs) affect corporate environmental policies? This study develops a theoretical argument by incorporating the role of gender into the context of corporate environmental policies. Specifically, we differentiate corporate environmental policies into sustainable and unsustainable environmental policies. We also hypothesize a positive relationship between female CEOs and corporate sustainable environmental policies because women possess communal qualities and tend to be more stakeholder‐oriented compared with men. Moreover, we also propose a negative relationship between female CEOs and corporate unsustainable environmental policies because of women's risk aversion. We further predict that female CEOs with in‐group members will enhance the behavioral preferences of female leaders. Thus, we propose that the presence of in‐group members strengthens the relationship between female CEOs and corporate environmental policies. Using a longitudinal data set of Chinese listed firms from 2008 to 2018, we found strong empirical support for our predictions. Implications for the literature on gender and corporate environmental policies are also discussed.

Homoeopathic management can cure non-communicable chronic Atopic Eczema (Dermatitis) with Sleeplessness, indigestion and depression: A case report upon neurodermatitis

Atopic dermatitis (AD) also known as atopic eczema is a chronic inflammatory dermatosis characterised by pruritus & chronicity due to antigen-antibody reaction manifesting on skin conditions associated with intra & intercellular Creaked & oedema. The prevalence of AD is 20% (5%–30% in the paediatric and 1%–10% in the adult population) worldwide; 3%–6% in Asian‑Pacific countries, Eastern Mediterranean region, and India. A Hindu 45 years female chief complains were hot, dry skin in all over the body, dry eruption with a small brown-black scab in both palms, lower abdomen & soles. Ulcer formation corrodes & becomes deeper like punched-out edges with a tendency to penetrate and tenacious exudation without spreading in circumference & she suffered for 3-4 years. We evaluated this case on SCORAD Index & Assessment by Modified Naranjo Criteria Score. This case report highlighted the mental symptoms followed by physical & particular symptoms. The study was clearly shown the good scope of homoeopathic remedies work for treatment of Atopic Eczema (Dermatitis) along with mental complaints like, depression, anxiety, ill humour, low spirit, sleeplessness etc. There have some limitations to Atopic Eczema (Dermatitis) like, Sever bronchial asthma, hay fever, Alzheimer’s disease, Multiple Sclerosis etc.

Are female CFOs more ethical to the occurrences of financial reporting fraud? Theoretical and empirical evidence from cross-listed firms in the US

PurposeThe purpose of this study is to examine whether female chief financial officers (CFOs) are associated with the occurrences of financial reporting fraud. This study offers new theoretical and empirical evidence on whether firms with more female CFOs are more (less) likely to engage in financial reporting fraud.Design/methodology/approachThis study is based on a sample of US-listed firms from 2011 to 2021. The authors speculate that female CFOs play a weaker role in the occurrences of financial reporting fraud. So, firms with a proportional number of female CFOs should be less likely to commit financial reporting fraud.FindingsThe data provide support for the predictions of this study. This study suggests a negative and significant association between the dummy variables for female CFOs and the occurrences of financial reporting fraud. The authors find that this association is contingent on governance mechanisms [e.g. ownership structure, politically connected CEOs and firms' conditions that do (or do not) invest in a gender-diverse board].Originality/valueThis study offers different perspectives on the impact of female CFOs on the occurrences of financial reporting fraud. The results of this study are distinguishable from prior studies. This study moves the analytical focus from the macro level (gender diversity or female corporate leaders) to the micro level (female CFOs) to understand firms' propensity to commit financial reporting fraud. Additionally, this study is based on factual financial reporting fraud cases, considering the US firms' fraud characteristics.

Does the gender of board members influence the choice of sustainability report format of listed firms? Empirical evidence from India

PurposeThis study examines the effect of gender board characteristics on the choice of sustainability report format in India. A sustainability report covers the environmental and social impacts of firms. It is presented either as an integrated report with the rest of the financial reporting to stakeholders or a separate document (stand-alone) with the advantage of communicating better information.Design/methodology/approachThe study uses an inclusive sample of 800 firm-year observations between 2010 and 2019. The study applies the binary probit and the instrumental variable probit regressions to analyse the data from the Indian Stock Exchange.FindingsThe authors find that female chief executive officers (CEOs) are more likely to choose stand-alone reports over integrated reporting. The authors also find that female CEOs with a duality role are insignificant in choosing between integrated reporting and stand-alone sustainability reporting. Furthermore, the study shows that gender board diversity (percentage of women over total board size) and females of two or less are insignificant. However, three or more females on the board significantly and positively affect stand-alone sustainability reporting. Similarly, independent female directors are more likely to choose stand-alone reporting over integrated reporting. Policymakers must encourage sensitive environmental firms to employ more female CEOs over male CEOs because female CEOs are more likely to adopt stand-alone sustainability reporting.Originality/valueThe authors’ study adds novelty to research because previous studies have only examined a female CEO and sustainability. However, this study is the first to investigate female CEOs' and female board members' choice of sustainability report format.

The female chief communication officer: An exploration into her leadership traits

This study uses leadership theory, specifically leadership styles, to explore the leadership traits female Chief Communication Officers (CCOs) believe they exhibit. A qualitative, phenomenological design is used to conduct in-depth interviews with female CCOs for this exploration. This study found female CCOs believe they exhibit a combination of transactional (managerial) and transformational (relationship-building) leadership traits, as well as leadership traits that are not necessarily associated with either leadership style, such as being a constant learner and having humility. Additionally, these women identify these leadership traits as strengths or areas for improvement, emphasizing their desire to be effective leaders.

CEOs Gender, Institutions, and Exports

We investigate the institutional context proxied by two types of corruption - pervasive and arbitrary - associated with firm exports, focusing on how this relationship differs between men and women-led firms.. Using self-reported micro-level cross-country data from 4,714 firms on arbitrary and pervasive corruption during 2008-2015 across 75 economies, we find that pervasive and arbitrary corruption types have different effects on firm exports. We also find that female Chief Executive Officers (CEOs) mitigate this effect of corruption in two distinct ways. Our results contribute to institutional and feminist theories and are robust when controlling for economic development and quality of gender institutional characteristics. Our study suggests that female CEOs in developing and emerging economies will be less vulnerable to predictably corrupt institutions rather than to uncertain institutions.

CFO Gender, Corporate Risk-Taking, and Information Disclosure Violations.

The sex ratio at birth in China exhibits a major occurrence of “missing women” due to the high son preference in Chinese culture. Clearly, the large gender discrepancy in China can be explained not only by ethical, moral, or social fairness theories but also by the economic benefits of women's particular abilities, experiences, and talents. This article examines the influence of female chief financial officers (CFOs) on information disclosure violations in order to highlight women's positive contributions. Our data imply that having a female CFO can dramatically lower the number of companies that fail to disclose information. The results are strong after controlling endogeneity with propensity score matching, Heckman's two-stage self-selection model, and CFO change, as well as controlling the gender of the chairman and chief executive officer, utilizing different study periods, and using exogenous shock. We further examined the moderate effects of CFO power and external monitoring, and we found that CFO power magnifies the negative effect of female CFO on violations; the more the power, the more the negative effect of female CFO on violations. We also found that when the firm has effective external monitoring, there are fewer future infractions of information disclosure.

Gender Diversity and Firm Value of Listed Deposit Money Banks in Nigeria

Gender diversity on the board provides legitimacy to the firm in its environment and beyond its immediate environment. It also provides the board with a resource of personalities to aid deliberations and effective decision making. This current study investigates the influence of gender diversity on the firm value of Nigeria's listed deposit money banks. Using the census sample technique, the Ex post-facto research design was employed with a sample of 13 listed Deposit Money Banks (DMB). The article draws secondary data from the annual audited financial statement of the DMB spanning from 2011 to 2020. Data were analyzed using descriptive statistics and panel data regression. The results revealed that gender diversity variables, female board composition, and female board audit committee had a statistically insignificant negative effect on firm value. However, the female Chief Executive Officer (CEO) showed a negative and significant impact on firm value. It implies that there exist weak selection criteria for the female CEO. The study, therefore, recommended that attention be focused on the requirements for the selection, recruitment and appointment of the Female CEO, female board member and female board audit committee members. The listed DMB regulatory bodies ensure the creation of a database of qualified, experienced and competent female personnel from which the banks can leverage for recruitment.

Hiring women into senior leadership positions is associated with a reduction in gender stereotypes in organizational language

Women continue to be underrepresented in leadership positions. This underrepresentation is at least partly driven by gender stereotypes that associate men, but not women, with achievement-oriented, agentic traits (e.g., assertive and decisive). These stereotypes are expressed and perpetuated in language, with women being described in less agentic terms than men. The present research suggests that appointing women to the top tiers of management can mitigate these deep-rooted stereotypes that are expressed in language. We use natural language processing techniques to analyze over 43,000 documents containing 1.23 billion words, finding that hiring female chief executive officers and board members is associated with changes in organizations' use of language, such that the semantic meaning of being a woman becomes more similar to the semantic meaning of agency. In other words, hiring women into leadership positions helps to associate women with characteristics that are critical for leadership success. Importantly, our findings suggest that changing organizational language through increasing female representation might provide a path for women to break out of the double bind: when female leaders are appointed into positions of power, women are more strongly associated with the positive aspects of agency (e.g., independent and confident) in language but not at the cost of a reduced association with communality (e.g., kind and caring). Taken together, our findings suggest that female representation is not merely an end, but also a means to systemically change insidious gender stereotypes and overcome the trade-off between women being perceived as either competent or likeable.

Female Chiefs in Dagbon Traditional Area: Role and Challenges in the Northern Region of Ghana

Traditional forms of leadership are many and varied globally and throughout the continent of Africa, chieftaincy institution has recognized only male chiefs, (Von Trotha, 1996 & Engelbranner-Koff et al 1995). However, literature points to the existence of female chiefs since the ancient times but the question still remains especially, the role these chiefs play in the socio-economic and cultural development of their traditiobal areas. This study sought to ascertain the existence of female chiefs in Dagbon Traditional Area and the role they play in sociocultural and economic development of Northern Region of Ghana. Qualitative methods descriptive statistics and processes were used which included interviews, observations and focus group discussions and percentages for the primary data. The targeted population were Traditional Authority (Chiefs, their Elders, Tindanas, Magazias), Drum historians, People with special knowledge on the matter and the Community elders from the study areas. Data collected were analysed through the process of Thematic Content Analysis and guided by sociological theories such as Social Role Theory, Role Congruity Theory, Sociocultural Theory and Functionalists Theory. The results showed that the qualification and the selection or nomination for a title as female chief was based on lineage either a daughter or granddaughter of the overlord (Ya Naa). They assumed important sociocultural, spiritual and political roles especially, during funerals of the King of Dagbon and some other selected chiefs as well as during festivities. They are bedeviled with a lot of challenges including lack of recognition, support in terms of finances, ill-treatment by their female counterparts and humiliation. It is recommended that Regional and National Houses of Chiefs and the District Assemblies as a matter of urgency support female chiefs with quarterly allowances and sensitization of the public by district assemblies to realise the importance of female chiefs in the development of the traditional area.

Leadership and gender in Eswatini: Swati politics through the prism of Gelane Simelane Zwane, 1990–2018

ABSTRACT This article examines the history of female leadership in contemporary Eswatini politics through the prism of Gelane Simelane Zwane as a neglected aspect of scholarship. Gelane Simelane Zwane doubled as the longest-serving female Chief of Kontshingila village and Senate President of Eswatini in recent history. This article is premised on the fact that Zwane’s leadership odyssey was shaped by the intersection of gender and culture. A qualitative methodology, involving the use of newspapers, court documents, in-depth interviews and focus group discussions, was employed in this study. The study reveals that, within the context of a patriarchal society, Zwane was able to shatter the ‘glass ceiling’ and attain political prominence in Eswatini. Consequently, she became an easy target for attacks in her enviable leadership positions that were traditionally occupied by males. She successfully navigated the slippery patriarchal terrain for decades until she was finally neutralised in a labyrinth of intractable Eswatini culture and tradition following the death of her husband in 2018.

Female Leaders and Earnings Management: An Exploration of Chief Positions

Female leader affects earnings management and the quality of the financial report. This study wants to investigate the effect of female leaders on real earnings management. We use the nine chief positions with a female presence as a leader. The data were obtained from Indonesia's public listed company on the S&P Global Market Intelligence database from 2012-2020. For real earnings management measures, we used data two years earlier. The data sample selected was 3.420 firm-year observations. The sample was separated into 12 classifications, according to IDX Industrial Classifications. Female leader positions as chief executive, chief accounting, and chief administration negatively affect real earnings management. While female leader positions as chief technology and chief marketing have a positive effect on real earnings management. We find that industrial has a different effect on real earnings management. Many studies are predicting female chief leaders and real earnings management. The most significant finding is female roles as finance managers. However, no research predicts real earning management using female leaders in various chief positions.

CFO gender in curbing CEO dominance on overpriced acquisition premiums

PurposeThe purpose of this study is to evaluate the tempering effect of the presence of a female chief financial officer (CFO) on potentially dominant chief executive officer (CEO) behavior expressed through the overvaluing of acquisition premiums.Design/methodology/approachThis study used Securities Data Corporation (SDC) database data over an eight-year period to analyze the relationships between CEO dominance and the acquisition premiums paid in an acquisition deal. The study also analyzes the effect of CFO gender in curbing CEO dominance in the acquisition deals. The authors employ clustered standard errors ordinary least squares (OLS) regression analysis along with robustness testing, which supports the validity of our conclusions.FindingsThe authors expect and find that as CEO dominance rises, so does the acquisition premium; however, the presence of a female CFO in such situations significantly reduces the overpayment of the acquisition premium.Practical implicationsThe study findings advocate for organizational change in the form of an increased presence of female CFOs within business organizations.Originality/valueThis study contributes to the accounting literature by timely exploiting a rising trend in which female executives are expected to become more prolific. The authors’ research indicates that their entrenchment into business organizations, thereby promoting gender diversity, produces beneficial outcomes for those organizations. It also capitalizes on the specific attributes of the CEO–CFO relationship, which lends itself to particular effectiveness in the hands of female CFOs.

Managerial attitude towards the natural environment and environmental sustainability expenditure

Drawing on environmental sustainability and indigenous conservationism literature, we examine the influence of chief executive officers' (CEOs) beliefs on firms’ sustainability expenditure through the mediating mechanism of managerial attitudes towards the natural environment. Using data collected from 494 small and medium-sized enterprises in a developing country, we found that superstition positively affects managerial attitudes towards the national environment and this relationship is moderated by gender, such that the relationship is amplified for female chief executive officers (CEOs). In addition, the results suggest that the effect of superstition on sustainability expenditure is mediated by managerial attitudes towards the natural environment. The implications for sustainability literature and practices are discussed.

Beyond Consensus: Gender, Chief Justices, and Leadership on State Supreme Courts

ABSTRACT Previous research on differences in male and female leadership attribute consensus formation to female leadership styles. However, I argue that consensus in the context of chief justice leadership is more akin to male forms of leadership. Proceeding from Meier and O’Toole’s theory of public management, I argue in this article that female chief justices should value consensus less than other duties and responsibilities. I test hypotheses using a survey of current and former state high court justices. The results show that female justices greatly devalue consensus and are more likely to place importance on interactions with state legislatures.

Female directors on corporate boards and their impact on corporate social responsibility (CSR): evidence from China

PurposeThis study aims to examine the determinants of the female representations on Chinese listed firm’s boards. This study also investigates the effect of gender diversity on corporate social responsibility activities.Design/methodology/approachThe Tobit regression model is used because the data is censored and using ordinary least square regression can give spurious results. For robust check, the authors also used Heckman’s (1979) two-stage self-selection model to remove the sample self-selection bias.FindingsThe authors find that the female representations on the corporate board are positively associated with firm age, firm performance, corporate governance, family ownership, institutional ownership and managerial ownership while negatively related to firm size and state ownership. This study also incorporates predictors of the critical mass of women on the Chinese listed firm’s board. The study also tests the female-led hypothesis and concludes that the female representation increases in firms with female chief executive officer (CEO) or female chairpersons. The Chinese listed firms with gender-diverse board are socially responsible.Research limitations/implicationsThe importance of diversity in corporate boards has been demonstrated in light of the agency theory and the resource dependence framework. The results contribute to the previous literature by documenting the determinants of female representations on board, robust by alternative measures of gender diversity, firm size, corporate governance and estimation techniques.Practical implicationsThe economic significance of gender diversity stirred the firms to increase female representation. The policymakers can understand the reasons for female underrepresentation in Chinese boards and can reform the regulation to enhance governance quality, non-state ownership and risk aversion among the listed firms.Originality/valueThis study contributes to the literature by providing empirical evidence on the key predictor of the world’s largest emerging economy, specifically the study focuses on the firm specific determinants, different governance attributes, ownership structure and firm risk measures. This study also seeks to answer if the presence of a female in the Chairperson or CEO position encourages the firms to hire more female directors or not?

Female and environmental disclosure of family and non-family firms. Evidence from India

PurposeThis study aims to use the gender socialization theory, critical mass theory and legitimacy theory to examine the female gender and environmental disclosure of family and non-family-controlled firms in India.Design/methodology/approachA sample size of 783 and 177 firm-year observations for family and non-family-controlled firms, respectively, between 2009 and 2020 uses descriptive statistics, a test of difference in means and panel regression with random effect assumptions for data interpretation.FindingsThe descriptive statistics show a significant mean difference between family-controlled firms and non-family-controlled firms in India. The first findings show that female chief executive officers (CEOs) and CEO duality have a positive and statistically significant association with environmental disclosure in a family-controlled firm but not in non-family-controlled firms in India. The second findings show that independent female directors have no significant association with environmental disclosure of family and non-family firms in India. The fourth findings with critical mass theory confirm the insignificant association of female directors on environmental disclosure of family and non-family firms in India. The results are robust to controlling firm-level variables.Practical implicationsFirms in the Indian context, through this study, assure stakeholders that family firms are better at improving stakeholder’s expectation of environmental accountability than non-family firms, especially where female CEOs are in charge.Originality/valueThis study adds the family perspective of the relationship between female CEOs and the environmental disclosure of listed firms in India. Also, female CEO duality and environmental disclosure add novelty to the research studies on gender and environmental disclosure.

Diversity begets diversity: Factors contributing to emergency medicine residency gender diversity.

Although the number of women entering medical school and emergency medicine (EM) residencies has increased, female physicians are still proportionally underrepresented in EM. The goal of this study was to determine if there was a relationship between resident gender and program leadership gender. A survey of residency leadership and residents was completed, and multivariate factor analysis was performed. It was found that 31% of program directors (PDs) were women, along with 42% of associate PDs, 48% of assistant PDs, 36% of residents, and 48% of chief residents. The strongest correlation between female residents and program leadership was between female residents and female assistant PDs (0.25). Female residents were also strongly correlated with female chief residents (0.40). Although we cannot determine the direction of causation, moving forward, programs looking to increase their female resident cohort should consider focusing efforts around increasing representation at the program leadership and chief resident level.

Female CEOs on Japanese corporate boards and firm performance

This paper examines the effects of female chief executive officers (CEOs) on firm performance. Using data on nonfinancial listed firms in Japan, we show that only 0.8% of some 42,000 firm-year observations have female CEOs. There is also little evidence that firms appoint more females as CEOs during our sample period. While the stock market reacts positively to the introduction of a firm's first female CEO, the relationship between CEO gender and firm accounting performance is generally not strong. However, when we classify the type of female CEO, the estimated coefficient for a founder female CEO and Tobin's Q is positive and significant.