Generalists versus specialists: Lifetime work experience and chief executive officer pay

By Cláudia Custódio, Miguel A. Ferreira, Pedro Matos. 2013

660 citations recorded by the source corpus.

Subfields: Accounting, Economics and Econometrics

View Paper: https://www.semanticscholar.org/paper/eb9b7d4b304fe3bbfc2996934dc5df0f420d059e

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Citations in the corpus

CEO Investment cycles (2016, methodology): “19 We thank Claudia Custodio for providing the data on the prior work experiences of a CEO in different industries, which was used to construct the general ability measure used in Custodio, Ferreira, and Matos (2013).”
Career boundarylessness and career success: A review, integration and guide to future research (2019, background): “For example, previous research suggests that although overall career boundaryless positively predicts the salary of CEOs (Custodio et al., 2013), many top managers' career paths appear to be driven by intra-organizational job mobility rather than inter-organizational mobility (Blair-Loy, 1999; Koch ”
Common Ownership, Competition, and Top Management Incentives (2016, result): “In agreement with the literature (Albuquerque, 2009; Frydman and Saks, 2010; Custódio et al., 2013), all regressions are clustered at the firm level.”
The Impact of Firm Prestige on Executive Compensation (2017, background): “More recent papers on pay differentials include Custodio et al. (2013) who find a pay premium for CEOs with more general human capital, and Fernandes et al. (2013), who investigate why US CEOs earn more than CEOs in other countries.”
Financial Expert CEOs: CEO’s Work Experience and Firm’s Financial Policies (2014, neutral): “By the general ability index from Custódio, Ferreira, and Matos (2013) (generalist), we find that financial experts have more general managerial skills (0.21 vs. 0.19).”
Director skill sets (2018, positive): “Similar to the factor analysis of managerial skills in Custodio et al. (2013), the eigenvalues are not very high, with only the eigenvalue of the first factor being above one.”
CEO Succession Origin and Firm Performance: A Multilevel Study (2017, positive): “To effectively act in this role, they should possess diverse external knowledge from various industries (Custodio et al., 2013).”
What’s in an education? Implications of CEO education for bank performance (2016, background): “For instance, the choice of variables that should be included and how each factor should be scored relative to other factors (Tetlock, 2007), as well as mitigating other measurement issues (Custódio et al., 2013).”
Jack of all, master of all? CEO generalist experience and firm performance (2019, methodology): “Preference for generalists is highlighted in the executive recruitment literature (Custódio et al., 2013) and is supported in the social psychology (Wang & Murnighan, 2013), creativity (Mietzner & Kamprath, 2013), and innovation (Melero & Palomeras, 2015) literature.”
Executive Extraversion: Career and Firm Outcomes (2018, positive): “For example, Custódio et al. (2013, Table 5, Specification 3) find that a one-standard-deviation increase in CEOs’ general ability (GAI) is associated with an 11.7 percent increase in pay; Engelberg et al. (2013) find that a one-standard-deviation increase in professional connections (Rolodex) is as”