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Chinese unions and enterprises performance
Fang, Tony; Ge, Ying - 2013
This paper uses the national firm level survey data to investigate the effects of Chinese unions on firm performance …. We show that Chinese unions have a strong "State-Party voice" face and a "collective voice" face but lack of "monopoly … unions are remarkable: unions in the workplace significantly improve productivity but reduce enterprise profitability …
Persistent link: https://www.econbiz.de/10010229934
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Unions, collective bargaining and firm performance
Laroche, Patrice - 2020
The impact of unions on firm performance has been the subject of debate and controversy in most industrialized … scope and limitations of the economic analysis of unions as well as the controversies surrounding the conclusions of … existing empirical research. Although it is difficult to draw firm and general conclusions on the effects of unions on firm …
Persistent link: https://www.econbiz.de/10012389433
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Complementarity of performance pay and task allocation
Hong, Bryan; Küng, Lorenz; Yang, Mu-Jeung - 2016
Complementarity between performance pay and other organizational design elements has been argued to be one potential explanation for stark differences in the observed productivity gains from performance pay adoption. Using detailed data on internal organization for a nationally representative...
Persistent link: https://www.econbiz.de/10012219318
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Determinants and Performance Effects of Executive Pay Multiples
Hyun, Jeong-Hoon - 2012
Disclosure rules for the Korean Stock Exchange require Korean firms to disclose average executive and employee pay. These disclosures provide a unique opportunity to examine factors influencing the executive pay multiple (executive-employee pay disparity) and its effects on performance. We find...
Persistent link: https://www.econbiz.de/10013107909
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CEO Compensation : Does Performance Matter?
Mau, Ronald R. - 2009
This paper analyzes CEO compensation in years around and including exceptionally good and poor performance. Using compensation data from 1993 through 2003, the results suggest CEOs are able to increase their compensation before exceptionally bad performance through the timing of option...
Persistent link: https://www.econbiz.de/10013158254
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Pay Harmony? Social Comparison and Performance Compensation in Multi-Business Firms
Gartenberg, Claudine Madras - 2017
Our study presents evidence that social comparison influences both the level of pay and the degree of performance sensitivity within firms. We report pay patterns among division managers of large, multi-business firms over a fourteen-year period. These patterns are consistent with employees...
Persistent link: https://www.econbiz.de/10012973356
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Firm Performance Implications of Using Qualitative Criteria in CEO Bonus Contracts
Feng, Nancy Chun - 2020
Many argue that the design of compensation contracts for public company chief executive officers (CEOs) is often not guided by a goal of value maximization. Yet, there is limited direct empirical evidence on the negative consequences of the proposed inefficient contracting between shareholders...
Persistent link: https://www.econbiz.de/10012853379
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Introduction : Indispensable and Other Myths: Why the CEO Pay Experiment Failed and How to Fix It
Dorff, Michael B. - 2014
Prodded by economists in the 1970s, corporate directors began adding stock options and bonuses to the already-generous salaries of CEOs with hopes of boosting their companies' fortunes. Guided by largely unproven assumptions, this trend continues today. So what are companies getting in return...
Persistent link: https://www.econbiz.de/10013050084
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Assessing Pay for Performance
O'Byrne, Stephen F. - 2013
This paper explores five interpretations of “pay for performance”, presents a practical way to measure pay for performance and shows the extent of pay for performance at S&P 1500 companies. The paper argues that pay for performance has three dimensions: the sensitivity of relative pay to...
Persistent link: https://www.econbiz.de/10013079701
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Achieving Pay for Performance
O'Byrne, Stephen F. - 2013
This paper uses historical data on relative pay and relative performance to quantify three dimensions of pay for performance: pay leverage (a measure of incentive strength), pay alignment (a measure of correlation) and the pay premium at peer group average performance (a measure of performance...
Persistent link: https://www.econbiz.de/10013079722