References
- Albanesi, S., C. Olivetti, and M. Prados. 2015. “Gender and Dynamic Agency: Theory and Evidence on the Compensation of Top Executives.” CESR-Schaeffer Working Paper No. 2015-002.
- Amore, M. D., O. Garofalo, and A. Minichilli. 2014. “Gender Interactions within the Family Firm.” Management Science 60 (5): 1083–1097. doi:10.1287/mnsc.2013.1824.
- Bell, L. A. 2005. “Women-Led Firms and the Gender Gap in Top Executive Jobs.” IZA Institute of Labor Economics Discussion Papers No. 1689.
- Flabbi, L., M. Macis, A. Moro, and F. Schivardi. 2016. “Do Female Executives Make a Difference? the Impact of Female Leadership on Gender Gaps and Firm Performance.” NBER Working Paper Series No. 22877.
- Hotz, V. J., P. Johansson, and A. Karimi. 2017. “Parenthood, Family Friendly Firms, and the Gender Gaps in Early Work Careers.” NBER Working Paper Series No. 24173.
- Ryan, M. K., and S. A. Haslam. 2005. “The Glass Cliff: Evidence that Women are Over-Represented in Precarious Leadership Positions.” British Journal of Management 16 (2): 81–90. doi:10.1111/j.1467-8551.2005.00433.x.
- Schein, V. E. 2001. “A Global Look at Psychological Barriers to Women’s Progress in Management.” Journal of Social Issues 57 (4): 675–688. doi:10.1111/0022-4537.00235.
- Smith, N., V. Smith, and M. Verner. 2006. “Do Women in Top Management Affect Firm Performance?A Panel Study of 2,500 Danish Firms.” International Journal of Productivity and Performance Management 55 (7): 569–593. doi:10.1108/17410400610702160.
- Solakoglu, M. N. 2013. “The Role of Gender Diversity on Firm Performance: A Regression Quantile Approach.” Applied Economics Letters 20 (16–18): 1562–1566. doi:10.1080/13504851.2013.829184.
- Walls & Associates. 1990. National Establishment Time-Series (NETS) Database. Oakland, CA. .
- Wolfers, J. 2006. “Diagnosing Discrimination: Stock Returns and CEO Gender.” Journal of the European Economic Association 4 (2–3): 531–541. doi:10.1162/jeea.2006.4.2-3.531.