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The Consequences of Being Yourself: ...

Faile, Kristen Michelle.

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The Consequences of Being Yourself: An Analysis of the Impact of CEO Traits on Their Dismissal and Compensation.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Consequences of Being Yourself: An Analysis of the Impact of CEO Traits on Their Dismissal and Compensation./
Author:	Faile, Kristen Michelle.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2022,
Description:	155 p.
Notes:	Source: Dissertations Abstracts International, Volume: 84-02, Section: B.
Contained By:	Dissertations Abstracts International84-02B.
Subject:	Personality psychology. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29261822
ISBN:	9798841760863

The Consequences of Being Yourself: An Analysis of the Impact of CEO Traits on Their Dismissal and Compensation.
Faile, Kristen Michelle.

The Consequences of Being Yourself: An Analysis of the Impact of CEO Traits on Their Dismissal and Compensation. - Ann Arbor : ProQuest Dissertations & Theses, 2022 - 155 p.

Source: Dissertations Abstracts International, Volume: 84-02, Section: B.

Thesis (Ph.D.)--The University of Texas at San Antonio, 2022.

This three-paper dissertation draws from literatures on leadership (i.e. implicit leadership theory), psychology (i.e. personality and motivation theories), CEO compensation, Boards of Directors, gender differences, and CEO dismissal to develop theory regarding how previously under-researched individual attributes of CEOs influence important outcomes like CEO compensation and the risk of CEO dismissal. These papers will test the conceptual models for each paper using measures that rely on machine-learning-based and hand-collected data approaches. We find in Study one that the personality and motivational traits of CEOs interact (i.e. channeling theory) to increase their likelihood of being fired. Specifically, CEOs who are highly open to experience or neurotic are more likely to be fired. CEOs with a high need for affiliation are marginally more likely to be fired, but when combined with the traits of openness or neuroticism, are significantly more likely to be dismissed. Study two finds that CEOs who are higher in openness or agreeableness receive higher compensation. Study three finds that the amount of females on a CEO's Board of Directors moderates the positive relationship between CEO agreeableness and compensation by strengthening the relationship; in other words, when there are more females on a BOD, more agreeable CEO's make more money. Together, the work in this dissertation means to contribute to the growing field on how the individual differences of top executives influence the outcomes of themselves and their organization.

ISBN: 9798841760863Subjects--Topical Terms:

2144789
Personality psychology.
Subjects--Index Terms:

Big Five personality traits

The Consequences of Being Yourself: An Analysis of the Impact of CEO Traits on Their Dismissal and Compensation.
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245 1 0 $a The Consequences of Being Yourself: An Analysis of the Impact of CEO Traits on Their Dismissal and Compensation.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2022
300 $a 155 p.
500 $a Source: Dissertations Abstracts International, Volume: 84-02, Section: B.
500 $a Advisor: McDonald, Michael.
502 $a Thesis (Ph.D.)--The University of Texas at San Antonio, 2022.
520 $a This three-paper dissertation draws from literatures on leadership (i.e. implicit leadership theory), psychology (i.e. personality and motivation theories), CEO compensation, Boards of Directors, gender differences, and CEO dismissal to develop theory regarding how previously under-researched individual attributes of CEOs influence important outcomes like CEO compensation and the risk of CEO dismissal. These papers will test the conceptual models for each paper using measures that rely on machine-learning-based and hand-collected data approaches. We find in Study one that the personality and motivational traits of CEOs interact (i.e. channeling theory) to increase their likelihood of being fired. Specifically, CEOs who are highly open to experience or neurotic are more likely to be fired. CEOs with a high need for affiliation are marginally more likely to be fired, but when combined with the traits of openness or neuroticism, are significantly more likely to be dismissed. Study two finds that CEOs who are higher in openness or agreeableness receive higher compensation. Study three finds that the amount of females on a CEO's Board of Directors moderates the positive relationship between CEO agreeableness and compensation by strengthening the relationship; in other words, when there are more females on a BOD, more agreeable CEO's make more money. Together, the work in this dissertation means to contribute to the growing field on how the individual differences of top executives influence the outcomes of themselves and their organization.
590 $a School code: 1283.
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653 $a Big Five personality traits
653 $a CEOs
653 $a Executive leadership
653 $a Implicit leadership theory
653 $a Strategic management
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690 $a 0625
710 2 $a The University of Texas at San Antonio. $b Management. $3 2105865
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793 $a English
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