[雙語(yǔ)翻譯]性別影響外文翻譯--審查性別對(duì)薪酬，公司業(yè)績(jī)和進(jìn)入最高管理層的影響

1、6900 英文單詞， 英文單詞，3.7 萬(wàn)英文字符，中文 萬(wàn)英文字符，中文 1.2 萬(wàn)字 萬(wàn)字文獻(xiàn)出處： 文獻(xiàn)出處：Mohan, Nancy. A review of the gender effect on pay, corporate performance and entry into top management[J]. International Review of Economics CEO; Top management

2、; Compensation; Management style1. IntroductionThere are two undisputed facts concerning women CEOs. First, there are few. Second, when comparing compensation by simple averages, women CEOs earn less money. In large publ

3、icly traded U.S. companies, female CEO compensation is 88% of male CEO compensation. If the sample of firms is widened to include smaller companies, then average female CEO pay is 84% of male CEO pay.Much empirical resea

4、rch during the last decade considers both the frequency of women CEOs and their lower pay. From the demand perspective, is there a discrimination hurdle for women to jump? From the supply side perspective, do women have

5、alternative forms of human capital which are valued more highly? Or are there behavioral differences, such as lower preferences for risk and competition, which explain fewer women CEOs?In a recent book Sheryl Sandberg, C

6、OO of Facebook, suggests that behavioral factors are at play. She encourages women to accept risky challenges instead of instinctively holding back and offers an anecdote from her career to illustrate. When Mark Zuckerbe

7、rg offered her the position in 2008 she almost accepted the offer without negotiating terms. She was encouraged to reconsider:“And my husband is, like, ‘Are you kidding? You can't take the first offer.’ I'm like,

8、 ‘Well, it's a generous offer, and I really want this job.’ And finally with Dave there, my brother-in-law looked at me and goes, ‘You know, goddammit, Sheryl, don't make less than any man would make doing this j

9、ob. There is no man taking this job who would take the first offer’.”Where do women stand in business? Is the door to the CEO office open if women push, as suggested by Sandberg? Or, are there higher hurdles for women to

10、 jump over in order to reach the door in the first place? Can the average pay difference for those women who reach the CEO office be explained by factors other than gender? Finally, if there is a gender behavioral differ

11、ence, does it affect firm performance?This review article answers the questions within the parameters of the current knowledge base and suggests areas of research for unanswered questions. The next section summarizes fem

12、ale CEO representation by year and industry. A discussion of the potential barriers to female participation in top management and compensation differences follows in Sections 3 and 4. A review of the effect of gender on

13、firm performance is provided in Section 5. A conclusion suggests areas for additional study.2. Frequency and industry representation of female CEOs1995 0 111996 2 131997 2 141998 2 181999 4 272000 2 322001 7 322002 7 332

14、003 8 382004 9 392005 9 452006 12 532007 13 602008 15 622009 15 712010 15 732011 17 792012 21 772.2.1. Masculine or feminine leadership styleA review of gender leadership style is provided in Psychogios (2007). Psycholog

15、y studies suggest that women use co-operation and influence along with communication and other interpersonal skills to accomplish tasks. Additional descriptive traits include empowering and sharing both responsibility an

16、d the credit. Management studies document that some of these generalized traits may characterize women executives too (Bass, 1991; Helgeson, 1990; Rosener, 1990). Characteristics applied to male leadership include ration

17、ality, toughness, self-interest and domination. Men are more aggressive in negotiation and risk-taking and are more interested in self-achievement and power.Table 2.Female CEO Frequency.Panel A provides the frequency of