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oai:www.ideals.illinois.edu:2142/90931 2023-07-11 col_2142_5131 com_2142_5130

Shin, Taekjin Shin, Taekjin Olson, Craig Aguilera, Ruth Bednar, Michael You, Ji Hae 2016-07-07T21:17:48Z 2016-07-07T21:17:48Z 2018-07-08T09:15:16Z 2016-04-21 2016-05 This dissertation examines the effect of female board representation on the probability that a firm will appoint a woman to the CEO position. To study the relationship, I first draw on social identity theory to explain female directors’ preference for a female CEO candidate. Then, considering that female directors' minority status may constrain their ability to affect group decisions, I supplement social identity theory with critical mass theory to argue that increasing the number of female directors beyond a certain point will empower them to become more influential in CEO appointment decisions, and this empowerment, in turn, will increase the likelihood that firms will appoint a female CEO. Furthermore, I argue that the positive effect of female board representation on the probability of women being appointed to the CEO position is stronger under two organizational conditions: (1) when directors have an opportunity to observe or work with women in the upper echelons of other firms through board interlock ties and (2) when the organization or industry has a higher-level of female-friendliness. I test this argument by analyzing 1,096 CEO succession events in large United States firms from 1998 to 2012. I found that the likelihood of appointing a female CEO significantly rises once the board has three female directors. The results also demonstrate that the relationship between the proportion of female directors and the likelihood of appointing a female CEO is stronger when directors have interlock ties with firms having women in the upper echelons and when the firm and the industry the firm belongs to have a high proportion of female executive managers. Submission published under a 24 month embargo labeled 'Closed Access', the embargo will last until 2018-05-01 The student, Ji Hae You, accepted the attached license on 2016-04-19 at 15:26. The student, Ji Hae You, submitted this Dissertation for approval on 2016-04-19 at 15:38. This Dissertation was approved for publication on 2016-04-21 at 08:12. DSpace SAF Submission Ingestion Package generated from Vireo submission #9346 on 2016-07-07 at 14:17:28 Made available in DSpace on 2016-07-07T21:17:48Z (GMT). No. of bitstreams: 3 YOU-DISSERTATION-2016.pdf: 1993937 bytes, checksum: 9a9176fe42948e5b1e8e61ab9d0fa0cf (MD5) LICENSE.txt: 4207 bytes, checksum: 14f052ca9981d19a9409ae72e5da9863 (MD5) PROQUEST_LICENSE.txt: 4553 bytes, checksum: 6725cca2e1074c88dd3a926a12ff5541 (MD5) Previous issue date: 2016-04-21 Embargo set by: Seth Robbins for item 93286 Lift date: 2018-07-07T21:18:16Z Reason: Author requested closed access (OA after 2yrs) in Vireo ETD system Limited Restriction Lifted for Item 93286 on 2018-07-08T09:15:16Z. application/pdf http://hdl.handle.net/2142/90931 en Copyright 2016 Ji Hae You Board gender diversity CEO succession Bridging the gender gap: factors enabling female directors to affect the appointment of female CEOs text text School of Labor & Empl. Rel. Human Res & Industrial Rels University of Illinois at Urbana-Champaign Dissertation Ph.D.