Does narcissism, a common trait among leaders, influence CEO compensation? This study explores the impact of board gender diversity on the relationship between board chair narcissism and CEO compensation. Recognizing the board's crucial role in compensation decisions, it extends previous research primarily focused on CEO traits. Using S&P 500 Index data from 2008 to 2018, the study tests two hypotheses: first, that board chair narcissism negatively affects CEO compensation (H1), and second, that board gender diversity positively moderates this relationship (H2). Although statistical significance was not attained for both hypotheses, the findings align with initial expectations and shed light on the intricate dynamics at play, while also indicating directions for future research. Consequently, this study contributes to the burgeoning field at the intersection of psychology and corporate governance, enhancing our comprehension of CEO compensation as well as gender diversity within boardrooms.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Theoretical Framework and Hypotheses
- Upper Echelons Theory
- Narcissism in general and among executives
- The Chairman of the Board
- CEO compensation
- Ego and CEO compensation: The role of narcissistic board chairs
- The moderating effect of board gender diversity
- Methodology
- Sample
- Measure
- Control variables
- Data analysis
- Results
- Discussion
- Theoretical and Practical Implications
- Limitations and directions for future research
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This master's thesis investigates the relationship between chair narcissism and CEO compensation, exploring the moderating role of board gender diversity. It aims to contribute to the understanding of how personality traits of board chairs can influence corporate governance and compensation practices.
- The impact of chair narcissism on CEO compensation
- The role of board gender diversity in moderating this relationship
- The application of Upper Echelons Theory to understand executive behavior
- The implications of narcissistic leadership for corporate governance and financial performance
- The potential for board gender diversity to mitigate the negative consequences of chair narcissism
Zusammenfassung der Kapitel (Chapter Summaries)
- Introduction: This chapter introduces the research topic, providing context and motivation for the study. It outlines the significance of chair narcissism in corporate governance and highlights the potential for board gender diversity to influence CEO compensation.
- Theoretical Framework and Hypotheses: This chapter presents the theoretical framework underpinning the study, drawing on Upper Echelons Theory and research on narcissism. It outlines the hypothesized relationships between chair narcissism, board gender diversity, and CEO compensation.
- Methodology: This chapter describes the research methodology used in the study, including the sample, measures, control variables, and data analysis techniques.
- Results: This chapter presents the findings of the statistical analysis, highlighting key findings and supporting or refuting the hypotheses.
- Discussion: This chapter provides an in-depth discussion of the findings, drawing connections to existing literature and exploring the implications for practice. It discusses the limitations of the study and proposes directions for future research.
Schlüsselwörter (Keywords)
This master's thesis focuses on the interplay of chair narcissism, board gender diversity, and CEO compensation. Key concepts include Upper Echelons Theory, narcissistic personality traits, corporate governance, executive compensation, and the moderating effect of board composition. The study contributes to the understanding of the relationship between leadership characteristics, governance practices, and financial outcomes.
- Citar trabajo
- Anonym (Autor), 2023, Chair narcissism and CEO remuneration. The influence of gender diversity, Múnich, GRIN Verlag, https://www.grin.com/document/1420802
