首席执行官基于性别的离职担忧：来自最初离职协议的证据

摘要：文章认为，相较于男性同行，考虑首席执行官（CEO）角色的女性候选人会感知到更大的离职脆弱性。文章进一步提出，近期组织困境的指标将加剧女性CEO候选人对离职脆弱性的感知，而女性领导人的存在将缓解这些担忧。为了证实文章观点，作者检验了2007-2014年间新任命女性和男性CEO的离职协议的初始值。研究结果支持了上述观点，并揭示了那些会影响女性高管对CEO角色担忧以及企业最终任命女性CEO能力的因素。

Abstract: We theorize that female candidates considering CEO roles will perceive greater termination vulnerability in such roles than their male counterparts. We further theorize that indicators of recent organizational distress will exacerbate female CEO candidates’ perceptions of termination vulnerability, while the presence of female leaders will mitigate these concerns. To test our arguments, we examine the initial values of newly appointed female and male CEOs’ severance agreements from 2007 to 2014. Results support our arguments and begin to shed light on the factors that influence female executives’ concerns about CEO roles and ultimately firms’ ability to appoint female CEOs.

参考文献：

Klein, F. B., Chaigneau, P., & Devers, C. E. (2021). CEO Gender-Based Termination Concerns: Evidence From Initial Severance Agreements. Journal of Management, 47(3), 567–596. DOI: 10.1177/0149206319887421