Search

Based on the social identity theory, this paper takes Chinese listed companies from 2011 to 2020 as samples to study the gender difference in the compensation level of chairman and general manager, and further explores the impact of company nature and industry type on the gender difference in compensation. The study found that the number and proportion of female chairmen and general managers in China have been stagnating since 2011, and there is still a gender pay gap among chairmen and general managers of listed companies in China, with men earning higher salaries. Company nature has a positive moderating effect on gender pay differences. China's state-owned enterprises are more equitable, and gender diversity in the industry has no obvious impact on gender pay differences.

Gender pay difference has always been a concern of scholars. Especially in recent years, experts have gradually shifted their research horizons to gender pay difference of executive compensation. This paper takes executive compensation of listed companies as the research object, uses fixed effect model to study gender pay difference of executive compensation of listed companies from 2016 to 2020, and finds that the gender gap of executive compensation of listed companies shows a trend of decreasing first and then increasing, and the proportion of female executives has an insignificant reverse effect. Private enterprises have a significant reverse effect on the gender gap of executive compensation. That is, there is a gender difference in executive compensation of listed companies, and the factor affecting the gender gap is the nature of the company, while the proportion of female executives are not regarded as the influencing factor.