Chipping Away at the Glass Ceiling: Gender Spillovers in Corporate Leadership

By David A. Matsa, Amalia R. Miller. 2011

481 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/6a890b11e4724286a1726df95aa0118deb1549a3

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Citations in the corpus

Why Does Workplace Gender Diversity Matter? Justice, Organizational Benefits, and Policy (2019, background): “Studies also find evidence suggestive of “trickle-down” effects from female representation at higher levels (e.g., boards) to lower levels (Kurtulus & Tomaskovic-Devey, 2012; Matsa & Miller, 2011).”
Gender diversity in boardroom and its impact on firm performance (2021, background): “The female board of directors tend to introduce performance-based incentives and CEO turnover-performance sensitivity (Adams & Ferreira, 2009) and also likely to hire more women managers (Matsa & Miller, 2011).”
A Female Style in Corporate Leadership? Evidence from Quotas (2013, unknown): “…men or women with similar, more stakeholder-oriented preferences or more patience.30 Indeed, using data for S&P 1,500 companies in the United States, Matsa and Miller (2011) show that greater female representation on corporate boards increases the likelihood that the CEO will be a woman and…”
Women Helping Women? Evidence from Private Sector Data on Workplace Hierarchies (2017, result): “Our finding of positive spillovers from female leaders is more in line with the results from studies that examine the representation of women at different organizational ranks (e.g., Kurtulus & TomaskovicDevey, 2012; Matsa & Miller, 2011).”
Women and Leadership (2017, unknown): “…Abbott, Parker, & Presley, 2012; Adams & Ferreira, 2009; del Carmen Triana, Miller, & Trzebiatowski, 2014), organizational practices (e.g., Melero, 2011; Post, 2015), and organizational demography (e.g., Gould, Kulik, & Sardeshmukh, 2014; Kurtulus & Tomaskovic-Devey, 2012; Matsa & Miller, 2011).”
Why are So Few Females Promoted into CEO and Vice President Positions? Danish Empirical Evidence, 1997–2007 (2013, background): “To our knowledge, the only other paper analyzing the gender gap in promotion of CEOs is the paper by Matsa and Miller (2011).”
Flexible Wages, Bargaining, and the Gender Gap (2020, unknown): “We find that women lose the most when they negotiate with male leaders, a result that points towards female representation in leadership as a way to combat gender inequality in the workplace (Matsa and Miller, 2011; Athey et al., 2000; Langan, 2019).”
The impact of board gender composition on dividend payouts (2017, background): “They are also more likely to hire female top executives (Matsa and Miller, 2011) but less likely to downsize the workforce (Matsa and Miller, 2013).”
CEO gender, executive compensation and firm performance in Chinese‐listed enterprises (2013, background): “The same principle applies to an elite group of A-listed companies meted-out for offshore listing in Hong Kong as H shares (see McGuinness (2009) for background on A, B and H shares).”