Inmaculada Bel‐om
Biographic Data
| ID | 4148165 |
|---|---|
| NAME | Inmaculada Bel‐om |
| GIVEN NAMES | Inmaculada |
| FAMILY NAME | Bel‐om |
| SIGNATURE | OM I B |
| AFFILIATIONS | Universitat de València |
| ORCID | 0000-0001-9612-7660 |
| VERIFIED | Yes |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 2 |
| WORKS AS AUTHOR | 3 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2017 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Climate Change and Corporate Governance
This research investigates how board characteristics such as the number of women directors and the tenure of board members affect carbon footprint reporting and the moderating role that CEO influence plays in such relationships. Applying stakeholder and legitimacy theories, the analysis furthers a comprehensive view of how internal governance mechanisms contribute to firms' environmental transparency. A panel data estimation provides robust evide…
Untangling CSR Decoupling
This study investigates the phenomenon of corporate social responsibility (CSR) decoupling, wherein firms' CSR disclosures diverge from their actual CSR performance, often resulting in misleading portrayals of environmental and social commitments commonly associated with greenwashing. Drawing on resource dependence and agency theories, the research examines how specific board attributes—board tenure, board‐specific skills and board cultural diver…
Is Board Gender Diversity a Driver of CEO Compensation
In this investigation, we aim at examining the influence of institutional female directors on CEO compensation. Specifically, we investigate the impact of institutional female directors as a whole, differentiating by whether female directors have business ties with the firms' boards on which they sit (pressure-sensitive female directors) or do not have business links (pressure-resistant female directors). We hypothesize that there is a nonlinear …
Is Board Gender Diversity a Driver of CEO Compensation
In this investigation, we aim at examining the influence of institutional female directors on CEO compensation. Specifically, we investigate the impact of institutional female directors as a whole, differentiating by whether female directors have business ties with the firms' boards on which they sit (pressure-sensitive female directors) or do not have business links (pressure-resistant female directors). We hypothesize that there is a nonlinear …
Is Board Gender Diversity a Driver of CEO Compensation
In this investigation, we aim at examining the influence of institutional female directors on CEO compensation. Specifically, we investigate the impact of institutional female directors as a whole, differentiating by whether female directors have business ties with the firms' boards on which they sit (pressure-sensitive female directors) or do not have business links (pressure-resistant female directors). We hypothesize that there is a nonlinear …
Climate Change and Corporate Governance
This research investigates how board characteristics such as the number of women directors and the tenure of board members affect carbon footprint reporting and the moderating role that CEO influence plays in such relationships. Applying stakeholder and legitimacy theories, the analysis furthers a comprehensive view of how internal governance mechanisms contribute to firms' environmental transparency. A panel data estimation provides robust evide…
Untangling CSR Decoupling
This study investigates the phenomenon of corporate social responsibility (CSR) decoupling, wherein firms' CSR disclosures diverge from their actual CSR performance, often resulting in misleading portrayals of environmental and social commitments commonly associated with greenwashing. Drawing on resource dependence and agency theories, the research examines how specific board attributes—board tenure, board‐specific skills and board cultural diver…
Corporate Finance and Governance (3 works) · Corporate governance (3 works) · Corporate Social Responsibility Reporting (2 works) · Gender diversity (2 works) · Gender Diversity and Inequality (2 works) · On board (2 works) · Carbon Footprint (1 work) · Climate change (1 work) · Compensation (psychology (1 work) · Corporate social responsibility (1 work)