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Since much of the design work for vessels and offshore installations occurs in countries other than where the vessel may operate or where the installation may be located…
Since much of the design work for vessels and offshore installations occurs in countries other than where the vessel may operate or where the installation may be located, it is particularly important that the expected user be considered and accommodated through the design and operational phases of a project.
Within the framework of engineering design and marine operations, this chapter will discuss “soft” issues, such as organizational and line management decisions and personnel selection procedures, as well as “hardware” issues related to design of living and working environments. In particular, the chapter will address how culture should be considered while identifying “user” needs and requirements.
Do female CEOs face a compensation gap? The purpose of this paper is to examine whether gender affects the total compensation of today’s CEOs, and whether it moderates ten…
Do female CEOs face a compensation gap? The purpose of this paper is to examine whether gender affects the total compensation of today’s CEOs, and whether it moderates ten factors influencing their total compensation.
Taking the 54 female CEOs cited in the US 2014 Fortune’s 1000 report, a matched sample of male CEOs was selected, matched according to the crosstab of age by education and by the sizes of the companies directed by these female CEOs.
Using four years’ worth of Fortune reports, between 2013 and 2016, this matched sample indicates that female CEOs are not discriminated against in terms of total compensation. However, eight factors do show a significant effect on total compensation. Using moderation analysis, the present study reveals how gender interacts with company size, sector, membership of outside boards and nature of previous experience.
This paper addresses an important and under-researched gap, with contradictory findings in the existing literature, by compiling and testing the characteristics of male and female CEOs which are not cited in Fortune 1000 reports.
Arguably, this is therefore one of the first papers to study gender differences in total compensation among Fortune 1000 CEOs using a matched sample technique, based on a larger number of female CEOs and a larger number of years than any previous research.