[雙語翻譯]性別影響外文翻譯--審查性別對薪酬，公司業(yè)績和進(jìn)入最高管理層的影響（英文）

1、A review of the gender effect on pay, corporate performance and entry into top managementNancy Mohan?University of Dayton, Department of Economics and Finance, 300 College Park Drive, Dayton, OH 45469-2251, United States

2、a r t i c l e i n f o a b s t r a c tArticle history:Received 3 December 2013Received in revised form 27 May 2014Accepted 27 June 2014Available online 11 July 2014The frequency of women occupying the CEO office has incre

3、ased but remains at low levels, lessthan 5% for the Fortune 500 companies. Several studies during the last decade consider thebarriers that women may face when competing for top management positions. Other researchexamin

4、es potential compensation differences. More recently, some researchers show that CEOgender could affect corporate performance. This review paper summarizes these findings andsuggests areas where more inquiry is needed to

5、 resolve conflicting results.© 2014 Elsevier Inc. All rights reserved. JEL classification:G10G30G34J16Keywords:GenderCEOTop managementCompensationManagement style1. IntroductionThere are two undisputed facts concern

6、ing women CEOs. First, there are few. Second, when comparing compensation by simpleaverages, women CEOs earn less money. In large publicly traded U.S. companies, female CEO compensation is 88% of male CEOcompensation.1 I

7、f the sample of firms is widened to include smaller companies, then average female CEO pay is 84% of male CEOpay.2 Much empirical research during the last decade considers both the frequency of women CEOs and their lower

8、 pay. From thedemand perspective, is there a discrimination hurdle for women to jump? From the supply side perspective, do women have alterna-tive forms of human capital which are valued more highly? Or are there behavio

9、ral differences, such as lower preferences for risk andcompetition, which explain fewer women CEOs?International Review of Economics and Finance 34 (2014) 41–51? Tel.: +1 937 229 2458.E-mail address: Mohan@udayton.edu. 1

10、 A recent study by Bugeja, Matolcsy, and Spiropoulos (2012) lists the mean total compensation (millions) at $5.3 for men and $4.6 for women. Data from Table 2. 2 Current Population Survey, available from the Bureau of La

11、bor Statistics (BLS). Reported data for 2012: Chief Executive median usual weekly earnings for men,$2275; for women, $1730.http://dx.doi.org/10.1016/j.iref.2014.06.0051059-0560/© 2014 Elsevier Inc. All rights reserv

12、ed.Contents lists available at ScienceDirectInternational Review of Economics and Financejournal homepage: www.elsevier.com/locate/iref2.2.1. Masculine or feminine leadership styleA review of gender leadership style is p

13、rovided in Psychogios (2007). Psychology studies suggest that women use co-operationand influence along with communication and other interpersonal skills to accomplish tasks. Additional descriptive traits includeempoweri

14、ng and sharing both responsibility and the credit. Management studies document that some of these generalized traitsmay characterize women executives too (Bass, 1991; Helgeson, 1990; Rosener, 1990). Characteristics appli

15、ed to male leadershipinclude rationality, toughness, self-interest and domination. Men are more aggressive in negotiation and risk-taking and are moreinterested in self-achievement and power.Table 1Female CEO trend.Fortu

16、ne 500 numbers provided by Catalysta and are highest levels for each respective year. S&P1500 numbers determined by accessing ExecuCompb. Co-CEOs, InterimCEOs and CEOs for partial years are included.Fortune 500 S&

17、;P15001993 2 71994 2 71995 0 111996 2 131997 2 141998 2 181999 4 272000 2 322001 7 322002 7 332003 8 382004 9 392005 9 452006 12 532007 13 602008 15 622009 15 712010 15 732011 17 792012 21 77a The Fortune 500 list was su

18、pplied through a request to Catalyst. The author thanks Emily Troiano, Senior Director, Information Center at Catalyst for her assistance inobtaining the list. b S&P data obtained from Standard and Poor's ExecuCo

19、mp database.Table 2Female CEO Frequency.Panel A provides the frequency of female CEOs by year and NAIC code. Panel B provides the percentage distribution of Female CEOs and the distribution of businesses byNAIC code for

20、2012. Source: Standard and Poor's ExecuComp.Industry NAICS code11 21 22 23 31–33 42 44–45 48–49 51 52 53 54 55 56 61 62 71 72 81 92Panel A. Female CEO frequency by industry1993 1 1 2 1 1 11994 1 1 2 1 1 11995 1 3 3 1

21、 1 1 11996 6 3 2 1 11997 7 2 2 1 1 11998 9 3 3 1 1 11999 11 4 4 2 2 3 12000 2 12 5 3 2 3 3 1 12001 1 11 5 6 2 3 2 1 12002 2 11 4 6 2 3 2 1 1 12003 2 13 8 7 2 3 1 1 12004 2 15 8 6 2 3 1 1 12005 2 15 1 10 7 3 3 1 1 1 12006

22、 1 16 12 6 7 1 3 1 1 4 12007 18 14 6 10 3 2 1 1 1 42008 1 19 14 8 8 3 3 1 1 1 32009 2 22 13 1 9 9 3 2 2 1 1 2 42010 3 22 13 1 10 9 3 3 2 1 2 42011 4 27 13 1 10 7 3 4 2 1 2 52012 6 28 10 1 7 7 3 4 4 1 2 4Panel B. 2012 com

23、parison of female CEOs to US business distributionCEO percentage 0% 0% 8% 0% 36% 0% 13% 1% 9% 9% 4% 5% 0% 5% 1% 0% 3% 5% 0% 0%US Businesses 3% 0% 0% 9% 4% 4% 11% 3% 2% 4% 4% 13% 0% 16% 2% 8% 2% 4% 10% 1%43 N. Mohan / Int