Chief executive officers (CEOs) are generally expected to make strategic decisions in pursuit of their firms’ best interests. Nevertheless, CEO decisions can be made upon noneconomic factors, such as their personal values and their relationship with the board. Building on upper echelons theory and CEO–board power dynamics literature, I examine how racial minority CEOs influence firms’ skilled migrant hiring, moderated by board characteristics that potentially constrain CEO decision-making authority. I analyze whether and how Fortune 500 firms’ skilled migrant hiring patterns (2009–2019) vary by CEO race and the level of board political conservatism/white dominance. I find support for my hypotheses that organizations with racial minority CEOs tend to hire more skilled migrants, but that such hiring decisions can be hampered by board characteristics that activate the CEOs’ value threat as minorities. I highlight the importance of organizational contexts, where the leaders are situated, in achieving organizational competitiveness and diversity. My findings contribute to literatures on CEO–board power dynamics as well as CEO diversity and strategic human resource management.

中文翻译：

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少数族裔首席执行官、董事会特征和技术移民招聘


人们普遍期望首席执行官 (CEO) 做出战略决策以追求公司的最佳利益。然而，首席执行官的决策可以根据非经济因素做出，例如他们的个人价值观以及他们与董事会的关系。基于高层理论和首席执行官与董事会权力动态文献，我研究了少数族裔首席执行官如何影响公司的技术移民招聘，并受到可能限制首席执行官决策权的董事会特征的调节。我分析了财富 500 强公司的技术移民招聘模式（2009-2019 年）是否以及如何因首席执行官种族和董事会政治保守主义/白人主导水平而变化。我的假设得到了支持，即首席执行官为少数族裔的组织倾向于雇用更多技术移民，但这种招聘决策可能会受到董事会特征的阻碍，而董事会特征会激活首席执行官作为少数族裔的价值威胁。我强调领导者所处的组织环境对于实现组织竞争力和多样性的重要性。我的研究结果为有关首席执行官与董事会权力动态以及首席执行官多样性和战略人力资源管理的文献做出了贡献。