{"title":"Racial minority CEOs, board characteristics, and skilled migrant hiring","authors":"Eunbi Kim","doi":"10.1177/00187267241254188","DOIUrl":null,"url":null,"abstract":"Chief executive officers (CEOs) are generally expected to make strategic decisions in pursuit of their firms’ best interests. Nevertheless, CEO decisions can be made upon noneconomic factors, such as their personal values and their relationship with the board. Building on upper echelons theory and CEO–board power dynamics literature, I examine how racial minority CEOs influence firms’ skilled migrant hiring, moderated by board characteristics that potentially constrain CEO decision-making authority. I analyze whether and how Fortune 500 firms’ skilled migrant hiring patterns (2009–2019) vary by CEO race and the level of board political conservatism/white dominance. I find support for my hypotheses that organizations with racial minority CEOs tend to hire more skilled migrants, but that such hiring decisions can be hampered by board characteristics that activate the CEOs’ value threat as minorities. I highlight the importance of organizational contexts, where the leaders are situated, in achieving organizational competitiveness and diversity. My findings contribute to literatures on CEO–board power dynamics as well as CEO diversity and strategic human resource management.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"24 1","pages":""},"PeriodicalIF":4.5000,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Relations","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1177/00187267241254188","RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
Chief executive officers (CEOs) are generally expected to make strategic decisions in pursuit of their firms’ best interests. Nevertheless, CEO decisions can be made upon noneconomic factors, such as their personal values and their relationship with the board. Building on upper echelons theory and CEO–board power dynamics literature, I examine how racial minority CEOs influence firms’ skilled migrant hiring, moderated by board characteristics that potentially constrain CEO decision-making authority. I analyze whether and how Fortune 500 firms’ skilled migrant hiring patterns (2009–2019) vary by CEO race and the level of board political conservatism/white dominance. I find support for my hypotheses that organizations with racial minority CEOs tend to hire more skilled migrants, but that such hiring decisions can be hampered by board characteristics that activate the CEOs’ value threat as minorities. I highlight the importance of organizational contexts, where the leaders are situated, in achieving organizational competitiveness and diversity. My findings contribute to literatures on CEO–board power dynamics as well as CEO diversity and strategic human resource management.
期刊介绍：
Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.
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