Resultatjustering är ett hot mot trovärdigheten i den finansiella rapporteringen, och är ett ämne som erhållit mycket uppmärksamhet i tidigare forskning. Dock domineras den tidigare forskningen av studier på publika bolag, trots att det givits indikationer på att resultatjustering förekommer mer i en privat kontext. Under senare år har det dessutom framkommit att redovisningsval kan förklaras utifrån ledande befattningshavares individuella karaktärsdrag, förenligt med upper echelons theory. En förutsättning för resultatjustering är således att upprättaren av redovisningen är benägen till det. Förekommandet av resultatjustering i de finansiella rapporterna är utöver en benägenhet från upprättaren även beroende av revisorns förmåga att förhindra det. Eftersom forskning saknas i en svensk privat kontext, finns ett behov av en ökad förståelse om situationer utsatta för resultatjustering både från upprättarens och revisorns perspektiv. Studiens resultat indikerar att resultatjustering förekommer mindre i de svenska privata bolag som drivs av en gift VD. Därtill antyder resultatet att resultatjustering förekommer mindre i de svenska privata bolag som revideras av en kvinnlig revisor, samt i de svenska privata bolag som betalar ett högre revisionsarvode. / Earnings management is a reliability threat in financial reporting, and is a subject which has gained considerable attention in previous research. However, most previous research has focused on public companies, even though indications has been given that earnings management is more prominent in private companies. In recent studies, choices of accounting methods have also showed to be explained by characteristics of the top management, consistent with upper echelons theory. Hence, a precondition for earnings management to occur is a willingness by the accountor to implement it. Besides this willingness, earnings management is affected by the auditor’s ability to prevent it. Due to the empirical gap in a Swedish private context, there is a need for increased understanding of conditions where earnings management tends to occur, both from the perspective of the accountor and the auditor. The study ́s result indicates that earnings management is less present in Swedish private companies with a married CEO. The result further suggests that earnings management is less present in Swedish private companies audited by a female auditor, and in Swedish private companies paying a higher audit fee.

Firm behavior and performance has become increasingly susceptible to the influence of secondary stakeholders—namely community activists, advocacy groups, religious organizations, and other non-governmental organizations that often represent a broader social movement. Despite recent suggestions that secondary stakeholder demands trigger an important two-sided interactive process between secondary stakeholders and their targeted firms, little theoretical or empirical attention has been placed on firm-sided factors that influence the dynamics and outcomes of these interactions, especially the role and influence of the firm’s top managers during these interactions. In this three-essay dissertation, I theorize about and examine the influential role that the firm’s top managers expectedly occupy within the interactions that occur between secondary stakeholders and the firms that are the targets of their demands. My dissertation contributes to advancing strategic management and organization research by (1) examining influential managerial attributes that influence their firm’s responsiveness toward secondary stakeholder activism, and (2) examining certain important consequences of managerial responses for secondary stakeholder behavior and the targeted firm.

The manager's personal wealth is one of the central building blocks of agency theory, which considers wealth to be an especially important source of individual utility. The managers' financial position, or the portion of their financial well-being that is not dependent on the firm, is also introduced in the original formulation of upper echelons theory. However, despite the importance of executive personal wealth to both theories, it is rarely mentioned, and even more scarcely studied. My research builds on and extends agency and upper echelons theories by focusing on executive personal wealth, defined here as the portion of executive net worth that is not attached to current employment at the firm (i.e., not contingent on current or future earnings). As such, this research provides an initial answer to the following research question: how does the average personal wealth of the top management team as well as within-team differences in wealth influence firm strategic choices with respect to risk? Specifically, I argue that external wealth alters how managers view firm decisions regarding risk; thus, I hypothesize that average top management team (TMT) wealth is negatively related to firm unrelated diversification, positively related to R&D investments, and positively related to firm risk. Next, I propose that two types of within-group diversity ? TMT wealth diversity and TMT pay dispersion ? attenuate the effect of average TMT wealth on these firm outcomes. I test my hypotheses on a panel dataset of over 700 firms/TMTs from the S&P1500 over 2002?2008 using panel tobit and fixed effect models, and conduct multiple robustness checks. Empirical results strongly and consistently support the hypothesized main effects of wealth. However, the results regarding the moderating effect of within-group diversity are weak, as the majority of the moderation hypotheses are not supported. The main conclusion is that wealthier TMTs are less risk averse with respect to firm strategic decisions, which manifests in greater R&D spending, lower unrelated diversification, and higher overall firm risk. Theoretical and empirical implications as well as suggestions for future research are discussed.

The role of top managers in shaping the performance of the firms that employ them represents a central issue to strategic management research. Indeed, a substantial amount of research has examined potential linkages between the characteristics of top managers and firm performance. However the empirical results of research in this area have been ambiguous. This study attempts to theoretically and empirically extend research on the influence of top managers on firm performance by examining the relationship between managerial prestige and firm performance in the post-IPO context. Although upper echelons researchers have attempted to link top managers with firm performance in the past recent reviews of the upper echelons research note that little attention has been paid to top management characteristics other than those of top management team (TMT) heterogeneity, TMT size and TMT tenure. Additionally, recent reviews also suggest the need to consider potential intervening mechanisms between TMT characteristics and firm performance. This study addresses these two limitations of prior upper echelons research by examining the direct and indirect influences of managerial prestige on post-IPO firm performance.In this study I develop a model which incorporates the resource based view and resource dependence theory with insights from upper echelons research and research on the IPO context. Results for the model developed in this study suggest the following. First, executive undergraduate prestige is positively related to post-IPO firm growth. The other aspects of managerial prestige examined in this study were not found to influence post-IPO firm performance. Second, the influence of the key external resource holders identified in this study, namely prestigious alliance partners and institutional investors with stable equity portfolios, were found to enhance firm survival rates, but were negatively associated with firm growth. Third, executive undergraduate prestige was found to garner the support of prestigious alliance partners. The remaining aspects of managerial prestige were not found to influence the support of prestigious alliance partners or dedicated institutional investors. Finally, no support was found for prestigious alliance partners and dedicated institutional investors as mediators of the relationship between managerial prestige and post-IPO firm performance.

This study employed upper echelon perspective, social capital perspective, and strategic leadership and leadership style perspectives to examine the effects of CEO transformational leadership and CEO dominance on the three internal social capital dimensions, i.e. structural, relationship, and cognitive capital, of top management team (TMT). It also investigated the effects of the TMT internal social capitals on firm performance, and the mediating roles of the TMT social capital in the CEO leadership-performance relationship. The unit of analysis is at the firm level. Structural equation modeling conducted with LISREL was employed to test the fitness of overall hypothesized model and the significance of hypothesized relationships among studied variables. Empirical results showed that the theoretical models fit the data very well, and most of hypotheses are supported; the significance of top executives and interactions on firm outcomes were significantly ascertained. Specifically, CEO dominance may produce negative effects on TMT network density and trust while CEO transformational leadership may promote TMT network density, trust, and shared vision. On the other hand, TMT network density may foster firm performance. Finally, results showed that TMT network density mediated the relationships of CEO leadership and firm performance. This study has significant implications for upper echelons perspective, the integration of strategic leadership and leadership style research, and the applications of social capital perspective. Research findings also exhibit valuable insights for the strategic implications of TMT dynamics in business practices. Limitations and future directions were discussed for further extensions.

Over the past 30 years, the Upper Echelons perspective of strategic management has sought to explain a given organization’s strategies and effectiveness as a reflection of the differences in personality, background, and other characteristics of the senior executives that guides each organization. An important stream of research within this field has linked a firm’s strategy to the grandiose way that executives are often thought to view themselves – namely through examining the narcissism, core self-evaluations (CSE), and hubris of Chief Executive Officers (CEOs). In this dissertation, I focus on understanding the strategic impact of CEO humility – a trait that has often been erroneously thought of to represent a poor view of oneself. Consistent with ancient writings and recent research, humility is defined herein as a multi-faceted trait that is the common core of four dimensions: self-awareness, developmental orientation/teachability, appreciation of others' strengths and contributions, and low self-focus. In the first essay, I explore the conceptual relevance and various potential implications of executive humility. Drawing on existing empirical research about the humility construct and general behavioral implications of humility, I argue that executive humility is a critical avenue toward a more rich and nuanced understanding of the delicate interplay and implications of executive self-concept. In essay two, I develop and validate an unobtrusive measure of CEO humility. Ten indicators of humility are suggested and then validated using a self-reported survey administered to a sample of 30 U.S. and Canadian CEOs. Two behaviors were found to be significantly positively related to self-reported humility: CEOs who volunteered some of their time for non-profit organizations and CEO’s who reported that part of their own firm’s success was due to the help of the board of directors. In essay three, I examine the relationship between the level of CEO humility and four firm-level outcomes. Employing a sample of 163 CEOs appointed to S&P 500 firms between 2005-2008, I show that firms led by humble CEOs (measured by the unobtrusive indicators) tend to outperform others in regards to corporate social performance, while at the same time showing that their financial performance is generally no better or worse.

Background Nowadays the amount of research regarding the family business context has improved meaningfully. However, the field of family business could still be considered immature and with existing gaps in its literature. Thereby, several studies in the family business context have discussed the topic of risk-taking, which establishes its crucial importance as a topic within in the field. Thus, risk-taking is a topic of the utmost importance for any given organization in terms of growth regardless if it is a family firm or non-family firm. However, in order to enact such levels of growth, the firms’ CEOs are required to engage in managerial risk-taking behaviors. Here, managerial risktaking is explained through the lens of the upper echelons theory which aids to understand the different perspectives (e.g., age, tenure, education and prior work experiences) CEOs utilize to take risk in their daily activities. Purpose Through the identified fundamental experiences affecting the managerial risk-taking behaviors of CEOs, the purpose of this thesis, through the lens of the upper-echelons theory, is to research how CEOs experiences influence their managerial risk-taking behaviors inside family businesses. Method This thesis followed a quantitative research approach, by analyzing a sample of 100 family firms and their CEOs across Scandinavia. Here, the data was collected via the public database “Amadeus” and complemented with supporting sources such as “LinkedIn” and companies’ websites. Lastly, multiple statistical tests were performed to further asses and explore the collected data. Findings The final results of this thesis were unable to determine to what degree the independent variables of CEOs’ experiences (age, tenure, education and prior work experiences) influence the dependent variable of managerial risk-taking behaviors. In our case, the controlling variables of firm size and CEOs being part of the board showed to have a significant effect on the managerial risk-taking behaviors of CEOs.

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This study investigates sustainability performance of Swedish firms through the lens of the upper echelons theory. We test how the size, average age, and proportion of gender in boards of directors (BoDs) and top management teams (TMTs), is related to sustainability performance. While BoDs have been studied in this way several times previously, no other studies, which we are aware of, study the relationship between TMTs and sustainability performance. The study follows a purely quantitative approach and is based on large and mid cap firms on the Nasdaq Stockholm exchange. The sustainability performance of firms is proxied by the ESG-score issued by Refinitiv. The study finds that the size of both BoDs and TMTs is positively and significantly related to sustainability performance. The relationship for the size of BoDs is particularly strong and significant, whereas the one for TMTs is less so. Regarding the proportion of gender, this variable was also positively and significantly related to sustainability performance, but only for BoDs. Finally, the age variable was insignificant for both BoDs and TMTs.

Yes / Despite the growing research on the influence of entrepreneurs’ improvisational behavior on organizational outcomes, there is limited understanding of the specific firm-level and institutional conditions under which entrepreneurs’ improvisational behavior can effectively drive the success of new ventures. This paper contributes to filling this gap by investigating the moderating effects of financial resource capability and institutional support on the relationship between entrepreneurs’ improvisational behavior and new venture performance. The study’s theoretical model is validated by employing confirmatory factor analysis and hierarchical regression on primary data obtained from 395 new ventures in Ghana. The results reveal a significant positive moderating effect of financial resource capability on the relationship between entrepreneurs’ improvisational and new venture performance. In addition, the findings show that the effectiveness of improvisation behavior in driving a firm’s success depends on the level of institutional support. Overall, the findings provide a more nuanced explanation of the link between entrepreneurs’ improvisational and firm performance. Implications for research and practice are discussed.