Programa del congreso

• El objetivo principal de esta comunicación es investigar el impacto que tiene la diversidad, especialmente de género, en el valor de las empresas y en su rentabilidad, diferenciando por áreas geográficas y por sectores económicos.

• Existe un compromiso creciente con gestionar e incorporar la diversidad a los equipos de trabajo en las compañías de todo el mundo. Sin embargo, la literatura muestra resultados contradictorios en las relaciones entre la diversidad y el valor y rendimiento de las empresas.

• La metodología utilizada es la regresión lineal.

• Los resultados indican que la rentabilidad y el valor de las empresas vienen determinados tanto por su comportamiento financiero como por sus políticas de diversidad. Y que el impacto de las políticas de diversidad es menor en los rendimientos de las empresas que en su valor, y difiere según las áreas y los sectores, además, este impacto en unos casos es positivo y en otros, negativo. Por lo tanto, las medidas tomadas en los últimos años por las empresas para mejorar la diversidad no siempre han tenido el efecto esperado en el valor de las compañías y en sus rendimientos.

Research findings/insights: Based on a worldwide dataset of about 50,000 observations, we estimate through probit data panel models the determinants of CEO separate structure. There are strong negative effects of leverage and efficiency on the decision to separate roles. Market performance measures as so as ownership concentration predict positively CEO separation. Country context is an important factor in the determination of CEO separate structure, common-law legal systems negatively predict separation, and conversely, market development is a positive determinant of separated CEO structure.

This study contributes to the literature by explaining the CEO structure decision determination. The reasons behind the persistence of dual structures are both related to the country context and firm characteristics. As a voluntary practice, market and regulatory incentives are not strong enough to motivate every firm to adhere to a separate CEO structure.

This study aims to investigate how ethical conflict affects auditors’ work outcomes, precisely career fulfilment and turnover intention, in the context of increasing job demands, by applying the Job Demands-Resources (JD-R) framework to the auditing profession in Palestine. We employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypotheses and analyze the relationships between job demands, resources, and auditors’ work outcomes. Our findings reveal that ethical conflict (EC) is positively associated with adverse work outcomes, particularly turnover intention (TI). Ethical climate (EtC) significantly reduces ethical conflict (EC) and increases career fulfilment (CF). However, empowerment (EM) raises ethical conflict when empowered auditors lack decision-making authority, contradicting the JD-R framework.

Our findings provide valuable information for auditing firms, policymakers, and governing parties seeking to attain high levels of ethics and professionalism. Managers can make effective decisions regarding directing and enhancing the organizational climate to improve auditors’ well-being and job performance.

This paper delves into the literature that analyses the effect of carbon performance, proxied through direct GHG emissions, and the capital structure of firms. Focusing on the legitimacy and agency theories, we study the moderating role of corporate disclosure and information asymmetries on this relationship. Our results indicate that disclosing voluntary non-financial information in low information asymmetry contexts can increase the positive effect of carbon performance on debt maturity. However, environmental reporting is found to be generally harmful in both high and low information asymmetry contexts. These results can be of interest for managers, creditors and regulatory agencies in charge of environmental legislation.