Do family firms help women break the glass ceiling?

• Main Authors: Yi-Jun Lin, 林怡君
• Other Authors: Hsiu-I Ting
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/pm2bby

碩士 === 國立臺北科技大學 === 資訊與財金管理系碩士班 === 105 === Using the listed firms in Shanghai and Shenzhen during the peiord 2004－2014, this study investigates whether family firms tend to appoint women to be exeucutives. We find that family firms appoint women to be executives more often than non-family firms do. The finding does not result form high percentage of women directors or the limited pool of talent in family firms. Compared to non-family firms, family firms are even more inclined to hire professional female CEOs. In the cultural environment of gender equality, family firms tend to appoint female CEOs. However, we also find that family firms of female CEO appointments exist glass cliff phenomenon, that is, familly firms tend to appoint female CEOs when their performance is poor or the risk is high.