Corporate social performance and board gender diversity: the moderating role of governance

IF 2.3 3区管理学 Q3 BUSINESS

Gender in Management Pub Date : 2024-03-22 DOI:10.1108/gm-05-2023-0168

Cynthia R Phillips, Abraham Stefanidis, Victoria Shoaf

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引用次数: 0

Abstract

Purpose

Drawing on legitimacy and upper-echelon theory, this paper aims to investigate the moderating role of corporate governance in the relationship between corporate social performance (CSP) and board gender diversity (BGD).

Design/methodology/approach

Using Morgan Stanley Capital International measures of social and governance performance, the authors use 2,950 firm-year observations from US companies for the years 2016–2020 to show that good performance on social issues drives BGD.

Findings

The panel data model indicates that the relationship between CSP and BGD is strengthened when firms display robust corporate governance.

Originality/value

This study contributes to the extant literature through empirical consideration of CSP as a predictor of BGD, a relationship that has rarely been examined. It further highlights the significant role of corporate governance in ensuring that women have access to corporate boards. Discussion and findings highlight that social performance and governance may significantly contribute to the diversity of socially cognizant boards.

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企业社会绩效与董事会性别多样性：治理的调节作用

目的本文以合法性和上层理论为基础，旨在研究公司治理在公司社会绩效（CSP）和董事会性别多样性（BGD）之间的关系中的调节作用。设计/方法/方法作者使用摩根士丹利资本国际公司的社会和治理绩效衡量标准，通过对美国公司 2016-2020 年的 2,950 个公司年度观察结果表明，在社会问题上的良好表现会推动董事会性别多样性。研究结果该面板数据模型表明，当公司表现出稳健的公司治理时，CSP 与 BGD 之间的关系会得到加强。它进一步强调了公司治理在确保妇女进入公司董事会方面的重要作用。讨论和研究结果突出表明，社会绩效和治理可能会极大地促进具有社会认知的董事会的多样性。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Gender in Management Multiple-

CiteScore

6.40

自引率

8.10%

发文量

期刊介绍： Coverage (includes, but is not restricted to): ■Equal opportunities law ■Flexibility at work and part-time working ■Male/female working styles ■Networking ■Performance appraisal ■Sexual politics ■Entrepreneurship ■Cross-cultural issues ■Employee-employer relationships ■Sexuality and sexual orientation ■Career influences/determinants ■Glass ceiling issues ■Employment disparities e.g. pay Companies often fail to recognize or realize the potential of women professionals by failing to respond positively to women who have created successful managerial roles for themselves.