Why do firms appoint expired independent directors? How do expired independent directors affect corporate governance and thus impact investment decisions? By taking advantage of the sharp increase in expired independent directors’ re-employment in China caused by exogenous regulatory shocks, Rule No. 18 and Regulation 11, this paper adopts a PSM-DID design to test the impact of expired independent directors on CSR performance. We find that firms experience a significant decrease in CSR performance after re-hiring expired independent directors and the effect is stronger for CSR components mostly related to internal governance. The results of robustness tests show that the main results are robust to alternative measures of CSR performance, an extended sample period, alternative control groups, year-by-year PSM method, and a staggered DID model regarding Rule No. 18 as a staggered quasi-natural experiment. We address the endogeneity concern that chance drives our DID results by using exogenous regulatory shock, an instrumental variable (the index of regional guanxi culture), and placebo tests. We also find that the negative relation between the re-employment of expired independent directors and CSR performance is more significant for independent directors who have more relations with CEOs and raise less objection to managers’ decisions, and for firms that rely more on expired independent directors’ monitoring roles (e.g., a lower proportion of independent directors, CEO duality, high growth opportunities, and above-median FCF). The mediating-effect test shows that the re-employment of expired independent directors increases CEOs’ myopia and thus reduces CSR performance. In addition, we exclude the alternative explanation that the negative relation is caused by the protective effect brought by expired independent directors’ political backgrounds. Our study shows that managers may build reciprocal relationships with expired independent directors in the Chinese guanxi culture and gain personal interest.

This study investigates how abnormally hot temperatures affect firms’ environmental behavior in China. We find that firms exposed to abnormally hot temperatures participate in more environmental engagement. We also find that this improvement effect is driven mainly by environmental concerns, including public concerns, CEOs, and governments. Our results remain intact after an array of robustness tests. Further analysis shows that the effect of abnormally hot temperatures on corporate environmental engagement is more pronounced in SOEs, heavily polluting firms, and firms located closer to local environmental protection agencies. Moreover, the positive impact of environmental engagement on firm value is stronger when firms are exposed to abnormally hot temperatures. Overall, this study sheds light on the potential stimulation of firms’ environmental actions by global warming, which is yet to be fully understood.

We examine the relation between the CEO’s childhood socioeconomic class and corporate labor policies. We find that CEOs raised in low socioeconomic class families are less likely to invest in employee friendly firm policies measured by several types of labor and employment litigation, including litigation by unions, and occupational safety measures. These results are confirmed by crowdsourced employee firm reviews across several workplace dimensions. Our findings are supported by the studies of within-family transmission of occupational knowledge and formation of occupational norms as well as development of empathy and altruistic behaviors in children.

We study when CEOs with legal expertise are valuable for firms. In general, lawyer CEOs are negatively associated with frequency and severity in employment civil rights, contract, labor, personal injury, and securities litigation. This effect is partly induced by the CEO’s man- agement of litigation risk and reduction in other risky policies. Lawyer CEOs are further associated with an increase in gatekeepers providing additional legal oversight and a decrease in innovative activities with high litigation risk. Lawyer CEOs are more valuable during periods of enhanced compliance requirements and regulatory pressure and in indus- tries with high litigation risk or better growth opportunities.

We demonstrate that personal political preferences of corporate managers influence cor- porate policies. Specifically, Republican managers who are likely to have conservative personal ideologies adopt and maintain more conservative corporate policies. Those firms have lower levels of corporate debt, lower capital and research and development (R&D) expenditures, less risky investments, but higher profitability. Using the 9/11 terrorist attacks and Sept. 2008 Lehman Brothers bankruptcy as natural experiments, we demonstrate that investment policies of Republican managers became more conservative following these ex- ogenous uncertainty-increasing events. Furthermore, around chief executive officer (CEO) turnovers, including CEO deaths, firm leverage policy becomes more conservative when managerial conservatism increases.

Digital transformation (DT) is an ongoing and costly process that requires careful planning and the motivation of top executives (CEOs). This research analyze the CEOs compensation as a motivation to embrace DT by reducing agency issue. We determine the extent of DT through a textual analysis method and utilize data from Chinese publicly traded companies spanning the period between 2007 and 2020. Our study findings are threefold, (a) we observe a positive relationship between CEOs' pay gap and DT, highlighting the significant role CEOs compensation plays in encouraging CEOs to adopt digitalization, (b) we find that managerial shareholding significantly enhances this relationship, (c) we note that the relationship between CEOs pay gap and DT is more pronounced in state-owned enterprises compared to non-stateowned enterprises. Additionally, we discover through channel analysis that agency cost and audit quality mediate the relationship between CEOs pay gap and DT potentially by reducing the agency problem between CEOs and shareholders. These findings are vital for comprehending the pay practices and behaviors of corporate executives regarding digitalization in China. Importantly, the study results remain robust when considering instrumental variables (IV), propensity score matching (PSM), and alternative techniques.

We investigate the impact of public climate concerns on corporate ESG performance and find a negative association between the two variables. Our mechanistic analysis suggests that public climate concern increases firm risk, which explains the negative effect of ESG performance. This negative effect is exacerbated by inefficient corporate investments and mitigated by increased local social trust. Furthermore, the negative relationship between climate attention and ESG performance is more pronounced for companies with weak CEO hometown identify, high resource acquisition costs, non-heavy polluting industries and in the colder northern regions of China. The findings highlight the need to address the challenging impact of climate attention on corporate sustainable performance by enhancing regional social trust and CEOs' sense of belonging.

We examine the financial and real implications of bank CEOs’ social minds induced by female socialization on sustainable loans. We find evidence of an economically sizable and statistically significant bank CEO-daughter effect in lending behaviours, controlling for borrower industry as well as bank characteristics. In specific, the “greenness” of a bank is significantly higher, when the lead bank CEO parents a first-born daughter compared to an otherwise lender. Looking at the specific lending contracts written by banks, we find that lead banks whose CEOs parent a first-born daughter provide loans with lower spread, fewer financial covenants, and less likely to require collateral, for borrowers with better Corporate Social Responsibility (CSR) performance. Furthermore, we find that bank CEOs’ parenting experience with first-born daughters would predict borrowing firms’ future CSR performance positively, suggesting banks with CEOs raising a first-born daughter would promote the corporate social activities of borrowers.

This study examines the impact of social insurance contributions on corporate environmental investments. Adopting a quasi-natural experimental design based on the implementation of 2011 Social Insurance Law in China, we employ a difference-in-differences model and find that the increase in social insurance contributions prompts firms to increase their environmental investment. This effect is more pronounced for firms that exhibit higher labor intensity, and are located in regions with stricter environmental regulations, as well as those with politically connected CEOs. Our research provides valuable insights into the factors that influence firms’ environmental investment from the perspective of firm-government interaction.

Family responsibility is a fundamental social concept that has a profound and long-lasting impact on people’s behavior, especially in China. Using the Chinese premarital check-up rate of the CEO’s birthplace as a proxy variable for the CEO’s sense of family responsibility, we examine its impact on firm environmental, social, and governance (ESG) performance. Our results show that the CEO’s sense of family responsibility can significantly improve firm ESG performance. We identify three possible channels behind this effect: curbing corporate violations, promoting green transformation and increasing charitable investments. Further analysis shows that the effect is more pronounced for firms with a strong Confucian cultural atmosphere. However, the promotion effect becomes weaker when the CEO has overseas experience. Moreover, the improvement in ESG performance driven by family responsibility may help firms to increase total factor productivity. Overall, our study provides evidence on the impact of CEO’s family responsibility, an informal institution, on firm ESG performance.