Olga Kalogeraki
Title
Dr.
Last Name
Kalogeraki
First name
Olga
Email
olga.kalogeraki@unisg.ch
Phone
+41 71 224 71 16
3 results
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Item type:Publication, Changing ideological regimes: CEO succession with a shift in political ideology and new CEO early departure(Wiley, 2025-11-01); ; ; Peng, BoWe examine the effects of CEO succession coupled with a change in political ideology – when a conservative CEO is replaced by a liberal CEO or vice versa. We argue that in such CEO transitions, the new CEOs must alter their predecessors’ ideological imprints to imbue strategic leadership with their own values, which increases their executive job demands in the critical early years of their tenure and raises the likelihood of their early departure. We also suggest that this relationship is moderated by two strategic leadership interface (SLI) factors that influence the executive job demands these new CEOs face: (a) the retention of the ideologically incongruent predecessor as board chair, and (b) the ideological fit between the new CEO and the incumbent executive team. We first test our framework using data from 2,286 CEO successions in S&P 1500 firms. We then conduct an experimental study to ensure causality and confirm executive job demands as a mediating mechanism underlying the relationship. Overall, our study advances the disruption theory of succession by shedding light on the deeply held mechanisms that lead to early failure in CEO transitions.Type:journal articleJournal:Journal of Management StudiesVolume:62Issue:7Scopus© Citations 12 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Friend or Foe? CEO gender, political ideology and gender-pay disparities in executive compensationDo female CEOs reduce gender-pay disparities in top management teams (TMTs)? Some scholars draw on social identity theory to argue that, as individuals tend to identify with and support their in-groups, appointing a female corporate leader (i.e., CEO) will mitigate the gender-pay gap among executives. Yet, others draw on the queen-bee syndrome to postulate that some female CEOs may rather strengthen gender-pay disparities in upper echelons – by favoring out-groups (male) more than their in-groups (female). We bring together these opposing theoretical arguments to develop a ‘beyond CEO gender’ perspective, arguing that the effects of CEO gender on TMT gender-pay disparities should be considered in conjunction with the corporate leaders' values – as reflected by their political ideology. Our research demonstrates that conservative-female CEOs compensate female (versus male) executives lower compared to all other CEO gender-ideology categories (i.e., female-liberal CEOs, male-liberal CEOs, and male-conservative CEOs). Overall, our work contributes to theory on the CEO-TMT interface by highlighting the role of the CEO as the ‘architect’ of executive remuneration.Type:journal articleVolume:in pressScopus© Citations 30 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, CEO Gender, Ideology and the Gender-Pay Gap in Top Management Teams(2020-08-07); ; Type:conference paper