Fatherhood and managerial style: How a male ceo’s children affect the wages of his employees
From Administrative Science Quarterly
Motivated by research suggesting that the transition to fatherhood influences a man’s values, this study examined how a male CEO’s newborn child affects the wages of his employees. It used the Database for Labor Market Research (IDA) as the source of data. The IDA contains demographic information on all firms, plants, and individuals in the Danish economy. The research found evidence not only that a male CEO generally pays his employees less generously after fathering a child, but also that this effect is moderated by the gender of the child as well as that of the employee. In particular, a male CEO pays both his female and male employees more generously after the birth of his first daughter and he pays his female employees more generously after the birth of his first child. Thus a female employee benefits doubly from the birth to her CEO of a first daughter who is also the CEO’s first child. It was revealed tmale CEOs tend to pay themselves more after fathering a child, especially if the child is a son. These results are consistent with the hypothesis that a male CEO tends to husband more resources for his own growing family after fathering a child as well as with the hypotheses that the first child activates the CEO’s generosity toward women and that the first daughter activates his generosity toward everyone. The study provides robust, albeit indirect, evidence that social preferences do play an important role in economic life. Future research could focus on different outcome variables, such as investment and acquisition behavior, diversification, competitive strategy, organizational culture, other human resources activities (e.g., hiring, promotion, and termination), and managerial cognition, as well as how a manager might anticipate changes to a competitor’s strategy as a result of changes to the family structure of the competitor’s CEO.