Male Executives Research Articles

Gender and Corporate Finance: Are Male Executives Overconfident Relative to Female Executives?

We examine corporate financial and investment decisions made by female executives compared to male executives. Male executives undertake more acquisitions and issue debt more often than female executives. Further, acquisitions made by firms with male executives have announcement returns approximately 2% lower than those made by female executive firms, and debt issues also have lower announcement returns for firms with male executives. Female executives place wider bounds on earnings estimates and are more likely to exercise stock options early. This evidence suggests men exhibit relative overconfidence in significant corporate decision-making compared to women.

The prevalence of cardiovascular disease risk factors in normotensive, pre-hypertensive and hypertensive South African colliery executives

The aim of this study was to establish the prevalence of cardiovascular disease (CVD) risk factors amongst South African colliery executives presenting normal blood pressure (normotensive), pre-hypertension and hypertension. Selected CVD risk factors of a non-randomized, available population of 143 Caucasian male executives from five South African collieries situated in Mpumalanga and Gauteng Provinces were recorded. Executives with pre-hypertension and hypertension exhibited a higher prevalence of CVD risk factors, compared to the persons with normal blood pressure levels. The percentage of executives with CVD risk factors, with the exception of BMI, was greater amongst those with pre-hypertension than those with hypertension. The current study showed that a workplace CVD risk screening process was effective in identifying the relatively high prevalence of CVD risk factors amongst SA colliery executives. In addition, out of all the studied risk factors, undesirable body composition (BMI, WHR and fat %) exhibited the highest prevalence amongst pre-hypertensive and hypertensive SA colliery executives.

Feminism and the Labor Movement

New Labor Forum 20(1): 33-41, Winter 2011 Copyright ? Joseph S. Murphy Institute, CUNY ISSN: 1095-7960/11 print, DOI: 10.4179/NLF.201.0000006 the labor movements. Still, the priorities of the women's movement for sex-based rights and those of the labor movement for class solidarity often diverged during the twentieth century. Working-class feminists struggled against middle-class feminists who focused primarily on achieving equality with male professionals and executives. They also battled men who sought to exclude women from unionized jobs and who denied organized women workers a full share of power in the labor movement.

“Look at Him ... He’s Failing”: Male Executives’ Experiences of Redundancy

Participation and success in paid work is a key element of identity for many men. The increased prevalence of downsizing and the associated discarding of individuals from their workplaces, then, has particular relevance for men. This paper shares qualitative findings from an exploratory phenomenological study investigating the experiences of Australian executives who had been made redundant. Three themes related to male identity are presented here: Failing as the breadwinner; Being less of a person; and, Losing success. The participants in this study shared feelings of anger, sadness, fear and embarrassment as a result of the assault to their identity that accompanied their involuntary redundancies. The impacts of redundancy were not only felt in relation to their job loss, but continued after returning to work. At a time when downsizing continues to feature as a routine part of organisational life—for some, an experience repeated throughout their careers—further exploration of the experience of redundancy and its implications is required.

THE IMPACT OF GENDER ON VOLUNTARY AND INVOLUNTARY EXECUTIVE DEPARTURE

We examine the frequency and conditions of executive departure from S&P 1500 firms. Based upon published news reports, we find that female executives are more likely than male executives to depart their positions voluntarily and involuntarily in the presence of controls for firm performance, firm governance, and human capital. We also find that women are less likely than men to depart voluntarily as firm size increases or board size decreases but more likely to be dismissed as the board becomes more male dominated. (JEL G30, G32, G34, J44)

Interferences between work and family among male and female executives in Nigeria

This paper examines two aspects of work family interfaces: work interference with family and family interference with work in Nigerian context. Survey data from business executives in Nigeria confirmed that job related factors (such as career salience, hours of work, work involvement) were largely associated with work interference with family for both male and female executives. Only one family related factor (number of children) was found to have dominating effect on family interference with work for women executives. Implications to managing work family conflict in Nigeria are explored. Key words: Work-family conflict, job-related factors, work-related factors, interference.

Gender differences in executive compensation: Variation with board gender composition and time

This paper uses EXECUCOMP, COMPUSTAT and Investor's Responsibility Resource Center data to examine gender differences in executive salaries and total compensation from 1996 to 2004. We find that the salaries of female executives are about 5 percent lower than those of male executives, controlling for executive, firm, and board characteristics, and that the gap exists primarily in the lower officer ranks, where women are relatively highly concentrated. The gender difference in salary is larger in firms with more male-dominated boards; perhaps not coincidentally, such firms are also found to have fewer female executives in top managerial positions as well as lower probabilities of having any top female executives at all. The results of Oaxaca wage decompositions suggest that, although the magnitude of the gender difference decreases slightly over the sample period, the share of the gender difference that is due to unobserved factors remains basically steady or even increases. Thus, although women have become better represented in top executive jobs in recent decades, their relative salaries remain below those of men, possibly due in part to governance structures that remain male-dominated.

Endorsing Equity and Applauding Stay-at-Home Moms: How Male Voices on Work-Life Reveal Aversive Sexism and Flickers of Transformation

What can we learn about women’s organizational challenges by talking to men about gender roles and work-life? We attend to this question through an interview study with male executives, providing a close interpretive analysis of their talk about employees, wives, children, the division of domestic labor, and work-life policy. The study illustrates how executives’ tacit hesitancy about women’s participation in organizational life is closely connected to preferred gendered relationships in the private sphere. The case reveals a story of meaning in movement—aversive sexism marked by flickers of transformation—demonstrating how talk can both reveal and disrupt enduring gender scripts, and why hearing male voices is integral to addressing women’s work-life dilemmas.

Epilogue

As my co-editor Paula McGee (2009) rightly notes, this collection of papers on gender and nursing was diffi cult to assemble. Despite the fact that our call for abstracts was catholic in its scope and had to be extended a number of times to increase the possibility that papers would eventually amass to form a special issue of Contemporary Nurse, alas this was not to transpire; both Paula and I pondered and vexed over this problem during the many, many months of this collection's gestation. To be honest neither of us could muster a plausible theory as to why the issue of nursing and gender failed to grab the individual and collective imaginations of our colleagues.This failure to arouse signifi cant interest is certainly perplexing as Paula (2009) also rightly notes in her considered and comprehensive prologue. Gender is undoubtedly still a pressing and perennial one for nurses in terms of the gender divide that separates men's and women's health issues into quite disparate and sometimes contradictory spheres of concern and eventual resolution. The tensions between men's and women's health status and the ways in which we respond to these were evident in this collection and amplifi ed by the various reports and literature cited by Paula but, clearly, gender as an underpinning narrative to the larger story of how health and sickness are conceived, planned for, managed and evaluated is perhaps not the priority some of us would like to imagine it should be.What, then, might this mean for nurses themselves in what is a profoundly gendered profession? Given that we have only one paper (Brown, 2009) on this topic perhaps this too, is not as relevant today as I recall it was in the late 80s through the late 90s. During this decade a reasonably vibrant corpus of feminist and postmodern nursing scholarship was fi nding its way into print exploring concerns about the gendered nature of nursing and the issues this invoked.In closing this small collection I indulge in some refl ections on nursing and gender from my own perspective as a man and as one for whom nursing and gender has always created in me a sense that 'I'm stuck, I cannot get out, I'm helpless' (after Aristotle in Derrida, 1993, p. 13). This is not suggesting that I am a victim of some sort of existential anguish; rather, it is to say that it's all about power, as Foucault (1980) would say. And if that is the case, then everything is dangerous and there is always something to be done (as he would also say!).In a still deeply patriarchal healthcare system, where mostly male medicos and executives continue to call the shots and nurses struggle to be heard at the decision making tables, if they are even invited to them, nursing - as a profession comprised almost exclusively of women - has much work to do. By this I mean that still far too many asymmetries of knowledge and power operate to render nurses' voices and actions as less authoritative and compelling than those of doctors and health administrators; our future potential as a profession still hinges far too acutely on the desires and wishes of these omnipotent 'others' than I and many of my colleagues consider necessary or appropriate. And for those who think that several decades of feminist thought and activism has changed all this; think again. Almost daily I read in the press of situations where women generally struggle to gain recognition and rewards commensurate with their male counterparts (e.g. far too few female professors in the academy; far too few female politicians in the parliaments; far too few female CEOs of major corporations; far too few female surgeons - the list is longer than I have space for).Therefore, I take it as axiomatic that the profession's profoundly feminised culture and the effects this perpetuates on nurses and non nurses alike is and always has been one of its deep and abiding aporia. As Murray (2009, p. 11) explains:The term 'aporia' comes from the ancient Greek aporos and literally means 'without passage' or 'impasse' If we arrive at an aporia, it means we are in doubt we are perplexed, we are confused about how (best) to proceed. …

MOBILITY AND COMPENSATION: THE ROLE OF EXECUTIVE SEARCH FIRMS IN EXPLAINING THE WHITE-MALE ADVANTAGE.

The article presents an experiment to determine whether executive search firms prefer or are more likely to contact white male executives and managers. The article proceeds by examining whether or not compensation increases associated with changing jobs in the external labor market are susceptible to this level of attention by executive search firms. The authors retested the white-male by external job change hypothesis of Dreher and Cox. Attention is given to the role of search firm initiated contacts.

The effect of a physical and a combined health promotion intervention programme on some selected health indicators of South African colliery executives

In many countries the focus of the employer’s health policy has shifted from the emphasis of treating the disease to the preventative paradigm, which focuses more on the promotion of employees’ health. Various ramifications of wellness strategies, claiming positive results can be found in the literature. The purpose of this study was to compare a conventional physical fitness programme to a physical fitness programme enriched with health promotion activities. In this study 143 male executives from 5 collieries, aged 26-58 years ( = 41.7, ± 7.98 years) participatedas an availability, non-randomized sample. The subjects were then randomly stratified into a control (C) group (n=66) who was subjected to a conventional physical fitness intervention and an experimental (Exp) group (n=77) who followed a physical fitness as well as a health promotion regimen for 32 weeks. Assessments were done at baseline (before starting), 16 weeks and 32 weeks. The following statistically significant improvements were found: aerobic fitness (Exp at 16 and 32weeks), shoulder/arm strength/endurance (Exp at 32 weeks, and C at 16 and 32 weeks), abdominal strength /endurance (C at 16 and 32 weeks), flexibility (Exp at 16 and 32 weeks), BMI (C at 16 and 32 weeks) Systolic (C at 16 and 32 weeks) and diastolic (C at 16 weeks and Exp at 32 weeks) blood pressure at rest. No change was found in total cholesterol concentration. No additional improvements thus occurredfrom week 16 to week 32.

Emotional Intelligence and Work Performance among Executives

Preset study explains the performance of executives on different levels of emotional intelligence and provides a link between emotional intelligence and effective work performance. 20 Male executives (out of 200) within the age range of 40 to 55yrs. from BHEL (Haridwar) and THDC (Rishikesh) of Uttarakhand State (India) were selected. Emotional intelligence scale constructed by Dhar, Hyde and Pethe (2001) constructed and standardized on the Indian Population and work Performance rating scale constructed by Prof A. P. Singh and Prof D. M. Pestonje (for the Indian population) were used to measure emotional intelligence and work performance of executives. T-tests for independent groups were used to measure the mean difference between groups. The findings of the study revealed that executives having higher emotional intelligence show better quality of work performance as compared to their counterparts.

Weight discrimination and the glass ceiling effect among top US CEOs

Purpose – The purpose of this paper is to investigate whether overweight and obese individuals are underrepresented among top female and male US executives and whether there is evidence of greater discrimination against overweight and obese female executives than male executives.

Comparative analysis of financial performance of companies with female CEOs and companies without female CEOs

Despite the plethora of research on women serving in senior management positions, there is still a dearth of efforts concerning the relationship between gender and the financial bottom line. The fundamental question remains: Is the financial performance of companies with female top executives, however scarce the data may be, different from the financial performance of those with male top executives? If there are differences, then how significant are the differences, and in which areas? The purpose of this study is to examine the financial performance of companies with executive-level women, those who are sitting in boardrooms, and compare them with those without female executives. Using statistical analyses, this study will conduct hypothesis tests to examine differences in financial performance between companies with female CEOs and those without. Conclusions will be drawn based on these statistical analyses.

Are Women Executives Disadvantaged?

We investigate gender difierences in insider trading behavior of senior corporate executives in the U.S. between 1975 and 2005. We flnd that, on average, both female and male executives make positive proflts from insider trading, but males earn about twice as much as females; males also trade more than females. All these results also hold for the sub sample of very top executives. We are able to rule out gender difierences in overconfldence and risk-aversion as sole explanations for our results. The results are consistent with the view that female executives have a disadvantage relative to males in accessing inside information.

Amigos, amigos: negócios à parte?

This study aimed to examine how male executives of the financial sector conceive friendship in the labor environment and perceive the social support they receive from friends. Ten executives of the financial sector responsible for the strategic area were interviewed seeking information about the influence of friendship at work in the construction of instrumental, emotional and informational support of these executives. The type of research is qualitative and the method used was the case study using the narrative interview technique. Therefore were conducted structured interviews with the executives. The gathered data was analyzed qualitatively. Despite the impersonal and abstract nature attributed to people in the labor environment by some contemporary theoreticians and by organizations, that consider the organizational environment as a neutral place and free from manifestations of a social and affective order, all participants acknowledged the presence of friendship relations in the labor environment. Although, the concept of friendship varies depending on the researched person, but, independent of the concept adopted, all interviewees said that the friendships represents an important source of social support, in its instrumental, emotional and informational forms.

African American police executive careers: influences of human capital, social capital, and racial discrimination

The study focused on the relationships between human capital, social capital, and perceptions of racial discrimination on the careers of a representative sample of 224 male African American police executives, the first such statistical study in the literature. In‐depth interviews were conducted with six executives. The vast majority had strong mentors. Nearly all indicated that they had experienced racism and most indicated that racism had influenced their careers. Executives in command positions tended to be more highly educated and trained and had stronger mentors than those not in command positions. Police departments should develop on‐the‐job training (OJT) programs that cultivate minority police executives.

Assessing gender and top-management-team pay in the S&P Mid-Cap and Small-Cap companies using data envelopment analysis

In this study, we use data envelopment analysis (DEA) to study gender equity in top-management-team compensation in the S&P Mid-Cap and Small-Cap companies. We find that female and male executives in these companies receive comparable compensation when controlling for differences in company performance, company size, and company pay philosophy.

Women Executives and Corporate Investment: Evidence from the S&P 1500

In this paper, we examine the gender effect of top executives on corporate investment decisions. Malmendier and Tate (2005) provide a theoretical argument and empirical evidence to show that the corporate investment of overconfident CEOs is significantly more sensitive to cash flow, particularly in equity-dependent firms. Social Psychology and behavioral finance literature suggest that men in general are more overconfident than women. Using gender as a measure of relative overconfidence, we hypothesize that corporate investment of female executives should be less responsive to cash flow than corporate investment of male executives, especially among equity-dependent firms. Using the executive gender data set from the S&P 1500, we find that the evidence is consistent with our hypotheses.

Influence of firm performance and gender on CEO compensation

In this article we continue the examination of top executive pay by comparing performance, total pay and the influence of CEO gender. We analyse compensation differences between male and female CEOs using nonparametric analysis. We calculate the potential compensation for each executive using two benchmarks. First, each executive's performance and compensation are evaluated relative to members of the same gender to produce a same-gender measure of under-compensation. Each executive's compensation is also benchmarked against the other gender's potential compensation, producing an other-gender measure of under-compensation. Together, both measures allow an analysis of the gender-specific potential salaries of each executive while controlling for performance. The approach is applied to a sample of male and female executives. The results indicate that women are under-compensated.