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Differences in compensation between men and women on manager level - Quantitative review of Scandinavian managers ratio between fixed and non-fixed compensation

Ellnemyr, Xenia LU (2021) NEKH02 20211
Department of Economics
Abstract (Swedish)
This essay examines the relationship between manager compensation and gender. More specifically what kind of compensation Scandinavian managers receive depending on their gender. Due to previous research the hypothesis of this essay is that women are less inclined to receive non-fixable compensation then their male counterparts. This hypothesis was not able to be proven in the study as the results were insignificant. However this gave rise to another interesting question whether the insignificant result was due to an actual minimal difference between male and female managers compensation packages in Scandinavia or statistical errors, such as to small sample or rather big omission.
The majority of previous studies conducted in other... (More)
This essay examines the relationship between manager compensation and gender. More specifically what kind of compensation Scandinavian managers receive depending on their gender. Due to previous research the hypothesis of this essay is that women are less inclined to receive non-fixable compensation then their male counterparts. This hypothesis was not able to be proven in the study as the results were insignificant. However this gave rise to another interesting question whether the insignificant result was due to an actual minimal difference between male and female managers compensation packages in Scandinavia or statistical errors, such as to small sample or rather big omission.
The majority of previous studies conducted in other regions of the world have shown a difference between female and male compensation on manger level. Alongside those studies are a theoretical framework consisting of studies showing women are less risk taking, have a lower financial literacy and harder time accumulating wealth due to societal structure. Evidently explaining why women are less inclined to invest money in financial products or in this case accept non-fixed compensation. On the other hand there are some studies that show equal pay between men and women on manager level. Furthermore it is the norms and stereotypes of women being less risk taking, less strong handed leaders and ect, that the Scandinavian society are trying to break down in order to achieve an equal society. Alongside trying to reach equal pay between men and women and promote women to be more active in the financial market. (Less)
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author
Ellnemyr, Xenia LU
supervisor
organization
alternative title
Kvinnligt ägande – har kvinnliga chefer lika stora ägandeandelar som män?
course
NEKH02 20211
year
type
M2 - Bachelor Degree
subject
keywords
Female Ownership, Manager Compensation
language
English
id
9063835
date added to LUP
2021-10-14 10:17:15
date last changed
2021-10-14 10:17:15
@misc{9063835,
  abstract     = {{This essay examines the relationship between manager compensation and gender. More specifically what kind of compensation Scandinavian managers receive depending on their gender. Due to previous research the hypothesis of this essay is that women are less inclined to receive non-fixable compensation then their male counterparts. This hypothesis was not able to be proven in the study as the results were insignificant. However this gave rise to another interesting question whether the insignificant result was due to an actual minimal difference between male and female managers compensation packages in Scandinavia or statistical errors, such as to small sample or rather big omission.
The majority of previous studies conducted in other regions of the world have shown a difference between female and male compensation on manger level. Alongside those studies are a theoretical framework consisting of studies showing women are less risk taking, have a lower financial literacy and harder time accumulating wealth due to societal structure. Evidently explaining why women are less inclined to invest money in financial products or in this case accept non-fixed compensation. On the other hand there are some studies that show equal pay between men and women on manager level. Furthermore it is the norms and stereotypes of women being less risk taking, less strong handed leaders and ect, that the Scandinavian society are trying to break down in order to achieve an equal society. Alongside trying to reach equal pay between men and women and promote women to be more active in the financial market.}},
  author       = {{Ellnemyr, Xenia}},
  language     = {{eng}},
  note         = {{Student Paper}},
  title        = {{Differences in compensation between men and women on manager level - Quantitative review of Scandinavian managers ratio between fixed and non-fixed compensation}},
  year         = {{2021}},
}