Performance effects of top management team gender diversity during the merger and acquisition process

Abstract

Purpose

The purpose of this paper is to uncover the performance effects of top management team (TMT) gender diversity in the merger and acquisition (M&A) process. To do so, an integration of the upper echelons perspective and the M&A process literature is offered to consider the “double-edge sword” of gender diversity on both pre- and post-integration performance. Additionally, the boundary effects of acquirer experience on the TMT gender diversity-performance relationship is examined.

Design/methodology/approach

The hypotheses are tested in a sample of 310 acquisitions by Fortune 1,000 companies. Multiple regression analysis is utilized to test the effects on the two different performance variables.

Findings

The findings reveal that TMT gender diversity is beneficial to pre-integration performance, but hinders post-integration performance. Additionally, the findings provide evidence that acquirer experience can overcome the negative effects of gender diversity in post-integration performance.

Originality/value

This study contributes to a better understanding of the double-edge sword of TMT gender diversity by providing evidence that performance implications depend on the performance variable of interest. Specifically in the M&A context, gender diversity has differing effects on pre- and post-integration performance.

Citation

Parola, H.R., Ellis, K.M. and Golden, P. (2015), "Performance effects of top management team gender diversity during the merger and acquisition process", Management Decision, Vol. 53 No. 1, pp. 57-74. https://doi.org/10.1108/MD-03-2014-0141