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National Culture and Gender: Effects on Compensation Gap and Company Performance

Kartika, Giovania LU and Kappel, Stefanie LU (2019) BUSN79 20191
Department of Business Administration
Abstract
The purpose of this paper is to study the effect of gender and national culture on the compensation gap between CEOs and other members of top management and the company performance. The theoretical framework consists of previous research on gender differences, national culture and the effects of compensation gaps on company performance. Furthermore, it is based on theories such as tournament theory and behavioural theory. This paper uses publicly available data from a sample of 29 Swedish companies listed on the OMX Stockholm 30 Index, 28 UK companies listed on the FTSE 100 Index and 30 German companies listed on the DAX 30 Index from year 2014 to 2018. Data is obtained from Datastream and annual reports. To analyse the panel data, the... (More)
The purpose of this paper is to study the effect of gender and national culture on the compensation gap between CEOs and other members of top management and the company performance. The theoretical framework consists of previous research on gender differences, national culture and the effects of compensation gaps on company performance. Furthermore, it is based on theories such as tournament theory and behavioural theory. This paper uses publicly available data from a sample of 29 Swedish companies listed on the OMX Stockholm 30 Index, 28 UK companies listed on the FTSE 100 Index and 30 German companies listed on the DAX 30 Index from year 2014 to 2018. Data is obtained from Datastream and annual reports. To analyse the panel data, the used methodological approach is quantitative and an ANOVA as well as multiple linear regression models. Results suggest that gender does not have an impact on the decision of the size of the compensation gap or the relationship between the compensation gap and the company performance. Furthermore, tournament theory seems to be partly supported when fixed compensation is concerned. However, national culture acts as a moderator in both relationships and shows that results can strongly differ between countries. (Less)
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author
Kartika, Giovania LU and Kappel, Stefanie LU
supervisor
organization
course
BUSN79 20191
year
type
H1 - Master's Degree (One Year)
subject
keywords
Executive Compensation Gap, Culture, Gender, Tournament Theory, Behavioural Theory
language
English
id
8984157
date added to LUP
2019-09-30 14:13:24
date last changed
2019-09-30 14:13:24
@misc{8984157,
  abstract     = {{The purpose of this paper is to study the effect of gender and national culture on the compensation gap between CEOs and other members of top management and the company performance. The theoretical framework consists of previous research on gender differences, national culture and the effects of compensation gaps on company performance. Furthermore, it is based on theories such as tournament theory and behavioural theory. This paper uses publicly available data from a sample of 29 Swedish companies listed on the OMX Stockholm 30 Index, 28 UK companies listed on the FTSE 100 Index and 30 German companies listed on the DAX 30 Index from year 2014 to 2018. Data is obtained from Datastream and annual reports. To analyse the panel data, the used methodological approach is quantitative and an ANOVA as well as multiple linear regression models. Results suggest that gender does not have an impact on the decision of the size of the compensation gap or the relationship between the compensation gap and the company performance. Furthermore, tournament theory seems to be partly supported when fixed compensation is concerned. However, national culture acts as a moderator in both relationships and shows that results can strongly differ between countries.}},
  author       = {{Kartika, Giovania and Kappel, Stefanie}},
  language     = {{eng}},
  note         = {{Student Paper}},
  title        = {{National Culture and Gender: Effects on Compensation Gap and Company Performance}},
  year         = {{2019}},
}