首席执行官（CEO）马基雅维利主义与高管薪酬。

IF 9.4 1区心理学 Q1 MANAGEMENT

Journal of Applied Psychology Pub Date : 2025-05-12 DOI:10.1037/apl0001290

Tessa Recendes,Aaron D Hill,Federico Aime,Jason W Ridge,Oleg V Petrenko

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引用次数: 0

摘要

将马基雅维利主义（Mach）的理论和证据整合到高管薪酬设定研究中，我们对马基雅维利主义（Mach）较高的首席执行官（ceo）如何更有动力发起谈判，并在薪酬设定过程中更有效地利用社会影响策略进行理论分析，从而与他们自己的薪酬结果呈正相关。具体来说，我们首先推测CEO马赫与CEO的总薪酬和遣散费呈正相关。此外，由于向高管团队（TMT）成员支付更高的薪酬也符合CEO的利益，例如有助于建立TMT的忠诚度和合作关系，帮助招聘，缓解留任问题，同时还可以缩小CEO与TMT的薪酬差距，从而为CEO加薪提供动力，因此我们认为CEO马赫也与TMT薪酬呈正相关。通过对标准普尔500强公司和临床心理学家进行纵向抽样调查，我们发现了支持我们理论的证据。（PsycInfo Database Record (c) 2025 APA，版权所有）。

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Chief executive officer (CEO) Machiavellianism and executive pay.

Integrating theory and evidence about Machiavellianism (Mach) into executive pay-setting research, we theorize about how chief executive officers (CEOs) higher in Mach may be both more motivated to initiate negotiations and more effective in utilizing social influence tactics in the pay-setting process, thus positively relating to their own pay outcomes. Specifically, we first theorize that CEO Mach positively associates with a CEO's total pay and severance pay. Moreover, because paying top management team (TMT) members more is also in CEOs' interests-such as to help build TMT loyalty and cooperation, aid hiring, and ease retention while also narrowing the CEO-TMT pay differential to thus provide an impetus for a CEO pay raise-we argue that CEO Mach positively relates to TMT pay as well. Using a longitudinal sample of S&P 500 firms and clinical psychologists trained to assess CEO Mach from publicly available data, we find evidence supporting our theorizing. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

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来源期刊

Journal of Applied Psychology Multiple-

CiteScore

17.60

自引率

6.10%

发文量

175

期刊介绍： The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.