Female CHRO appointments: A crack in the glass ceiling?
Executive succession in conjunction with a gender shift is a key factor for enhancing gender diversity in senior management positions. Although an extensive strategic leadership literature has examined CEO turnover and succession, research is lacking on the succession of top management team (TMT) me...
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| Main Authors: | , , |
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| Format: | text |
| Language: | English |
| Published: |
Institutional Knowledge at Singapore Management University
2024
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| Subjects: | |
| Online Access: | https://ink.library.smu.edu.sg/lkcsb_research/7619 |
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| Institution: | Singapore Management University |
| Language: | English |
| Summary: | Executive succession in conjunction with a gender shift is a key factor for enhancing gender diversity in senior management positions. Although an extensive strategic leadership literature has examined CEO turnover and succession, research is lacking on the succession of top management team (TMT) members or non-CEO executives at the individual level. By focusing on a specific executive position—the chief human resources officer (CHRO)—this study examines how executive succession in conjunction with a gender shift occurs. Although women are underrepresented in TMTs, we observe an increase in the number of women appointed to the role of CHRO. By utilizing social role and social categorization theories, we describe the dynamics of the gender shift in the CHRO position. We find that CHRO succession with a gender shift is not prevalent and that male-to-male or female-to-female successions are more common. However, our results suggest that CEOs’ board positions in a firm with a female CHRO and the industry-level diffusion of female CHROs tend to be negatively associated with male-to-male CHRO successions. Our results highlight how such factors may mitigate the effect of social role perceptions. |
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