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The paper investigates the link between a firm's overall disclosure quality and its corpoate reputation. The results show that the measure of corporate reputation is positively related to the disclosure measure, after controlling for market and accounting signals indicating the size of assets, market assessment of the value of the assets in place and rate of return on assets.

Long‐term performance contracts are awarded to top management in order to provide incentives to maximize shareholder value. We test the incentive hypothesis using 350 firms, one half of which has adopted long‐term performance plans over the period 1971–80. The analysis uses performance indicators such as earnings per share (EPS), rate of return on assets (ROA), rate of return on equity (ROE), rate of return on investment (ROI), and stock returns (ASR). In addition to using a control group of firms that did not adopt plans, the test period consists of a control period (six years prior to plan adoption) and a test period (six years following plan adoption). The results support the incentive hypothesis in that all performance indicators for the test firms improved compared to prior performance, but the performance of test firms in the period subsequent to plan adoption when compared to the control firms was not significantly different.

This study aims to examine the relationship between employees’ mindfulness and pro-environmental behaviour, along with the mediating role of self-transcendent values, at the workplace.

The study uses online data collected from 381 respondents employed in different industries across India. Confirmatory factor analysis was used to check the construct’s validity and reliability and Pearson correlation was used to examine the relationship between the variables. Moreover, the PROCESS macro of Hayes (2017) was used to examine the mediation.

Employees’ mindfulness was found to be positively associated with voluntary pro-environmental behaviour at the workplace, and the mediation analysis specifies that a self-transcendent value partially mediates this relationship.

This study tested and extends the S-ART model and Schwartz value theory in the context of employees’ pro-environment behaviours at the workplace.

The results could be encouraging and helpful for top management and organizational change champions in strategizing and effective implementation of mindfulness programmes that would encourage and enhance employees’ voluntary participation in environment-friendly activities at their workplace.

Despite the decisive role of employees in organisations’ environmental sustainability programmes’ success, the availability of scant literature has led researchers to call for more studies. The present study is timely and could be the first to examine the role of employees’ mindfulness and self-transcendent values in influencing employees’ engagement in environmental-friendly behaviours at the workplace.