Board gender diversity and financial stability COVID-19 vs pre-COVID-19 era

IF 2.3 3区管理学 Q3 BUSINESS

Gender in Management Pub Date : 2024-09-10 DOI:10.1108/gm-09-2023-0317

Imen Khanchel, Amal Massoudi, Naima Lassoued, Achraf Kharrat

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引用次数: 0

Abstract

Purpose

This paper aims to investigate the impact of board gender diversity (BGD) on firm financial stability during the COVID-19 pandemic compared to the pre-pandemic period.

Design/methodology/approach

Difference-in-differences method was used for a sample of 891 US companies observed from 2018 to 2021.

Findings

The results indicate significant negative relationships between BGD and financial stability. The authors put in evidence a nonlinear relationship between BGD and financial stability. Also, the authors found that internal women directors as well as external ones decrease financial stability.

Practical implications

The results emphasize the beneficial effect of having more women on corporate boards during health crises and suggest that policymakers should take measures to promote BGD.

Originality/value

This paper highlights the impact of BGD on financial stability and provides additional evidence on the usefulness of BGD as an effective tool for crisis management.

查看原文本刊更多论文

董事会性别多样性与财务稳定性 COVID-19 与前 COVID-19 时代对比

目的本文旨在研究 COVID-19 大流行期间与大流行前相比，董事会性别多样性（BGD）对公司财务稳定性的影响。结果结果表明，BGD 与财务稳定性之间存在显著的负相关关系。作者证明了 BGD 与财务稳定性之间的非线性关系。此外，作者还发现，内部女性董事和外部女性董事都会降低财务稳定性。研究结果强调了在健康危机期间让更多女性进入公司董事会的有利影响，并建议政策制定者采取措施促进 BGD。

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.