CEO turnover, firm performance and corporate governance: empirical evidence on Danish firms

By M. Lausten. 2002

161 citations recorded by the source corpus.

Subfields: Accounting, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/87b181a3c250d32eb47874233fc4139af1b1f7be

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Accounting

1. A. Boateng
2. C. Nwafor
3. Sanjukta Brahma
4. Holger M. Mueller
5. Roman Inderst
6. Hanoku Bathula
7. Jeong‐Bon Kim
8. Liandong Zhang

In Organizational Behavior and Human Resource Management

1. A. Boateng
2. C. Nwafor
3. Sanjukta Brahma
4. Holger M. Mueller
5. Roman Inderst
6. Hanoku Bathula

Citations in the corpus

• Board gender diversity and firm performance: The UK evidence (2020, background): “Consistent with Coughlan and Schmidt (1985) and Lausten (2002), our result also showed that post-appointment firm performance is positive and significant in relation to female directors' age, thereby supporting Hypothesis H5.”
• CEO Replacement under Private Information (2010, background): “Hence, scaling up firm size (higher α) increases the optimal cutoff value θ∗, thus increasing CEO turnover.18 Consistent with this prediction, Lausten (2002) and Bushman, Dai, and Wang (2010) both find a positive relation between CEO turnover and firm size, while Mikkelson and Partch (1997) find no…”
• Board Characteristics and Firm Performance: Evidence from New Zealand (2011, background): “Meanwhile, some scholars have also paid attention to other issues such as ownership (e.g., Kapopoulos & Lazeretou, 2007), CEO turnover and compensation (Lausten, 2002) in affecting firm performance.”