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Female CHRO appointments: A crack in the glass ceiling?
The Leadership Quarterly ( IF 9.1 ) Pub Date : 2024-06-04 , DOI: 10.1016/j.leaqua.2024.101799
Toru Yoshikawa , Daisuke Uchida , Richard R. Smith

Executive succession in conjunction with a gender shift is a key factor for enhancing gender diversity in senior management positions. Although an extensive strategic leadership literature has examined CEO turnover and succession, research is lacking on the succession of top management team (TMT) members or non-CEO executives at the individual level. By focusing on a specific executive position—the chief human resources officer (CHRO)—this study examines how executive succession in conjunction with a gender shift occurs. Although women are underrepresented in TMTs, we observe an increase in the number of women appointed to the role of CHRO. By utilizing social role and social categorization theories, we describe the dynamics of the gender shift in the CHRO position. We find that CHRO succession with a gender shift is not prevalent and that male-to-male or female-to-female successions are more common. However, our results suggest that CEOs’ board positions in a firm with a female CHRO and the industry-level diffusion of female CHROs tend to be negatively associated with male-to-male CHRO successions. Our results highlight how such factors may mitigate the effect of social role perceptions.

中文翻译:


女性首席人力资源官任命:玻璃天花板上的裂缝?



高管继任与性别转变是增强高级管理职位性别多样性的关键因素。尽管大量战略领导力文献研究了 CEO 更替和继任问题,但缺乏对个人层面的高层管理团队 (TMT) 成员或非 CEO 高管继任问题的研究。通过关注特定的高管职位——首席人力资源官 (CHRO)——本研究探讨了高管继任与性别转变是如何发生的。尽管女性在 TMT 中的代表性不足,但我们观察到任命担任首席人力资源官 (CHRO) 职位的女性人数有所增加。通过利用社会角色和社会分类理论,我们描述了 CHRO 职位性别转变的动态。我们发现,带有性别转变的 CHRO 继任并不普遍,男性对男性或女性对女性的继任更为常见。然而,我们的结果表明,在拥有女性 CHRO 的公司中,首席执行官的董事会职位以及女性 CHRO 的行业扩散往往与男性到男性 CHRO 的继任者呈负相关。我们的结果强调了这些因素如何减轻社会角色认知的影响。
更新日期:2024-06-04
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