Management gender diversity, executives compensation and firm performance

Purpose This paper aims to contribute the discussion on executives’ team and firm performance by investigating relationships between compensation, management gender diversity financial in growth enterprises market (GEM) listed firms China. Design/methodology/approach Data are collected from 461 companies GEM boards during period year 2016 2018. Specifically, compensation female executives set as independent variables, proxy selected of corporate is Tobin’s Q ratio. Findings The results show that correlation executive cash payment not significant, while equity-based shows a significant positive with performance. In addition, participation negatively associated Research limitations/implications have practical implications for governments, policymakers regulatory authorities, indicating importance women success. particular, findings this emphasize specific background China provide empirical support value women’s governance. finding relationship provides guidance establishment system Originality/value new evidence current literature first adopt triangulation theories different disciplines including optimal contractual approach, managerial power approach perspectives agency theory, upper echelons motivational-hygiene theory leadership style theory. will formulate an efficient build reasonable senior structure.