Search results1 – 10 of over 2000
The purpose of this paper is to investigate how the structure of both CEO and non-CEO executive compensation affects the overall risk of a firm. The author focuses on the…
The purpose of this paper is to investigate how the structure of both CEO and non-CEO executive compensation affects the overall risk of a firm. The author focuses on the interplay between CEO and non-CEO executive compensation structure.
The author uses a hand-collected pension-database that employs both OLS and two-stage least squares regressions to determine the effects of inside debt on default risk using the distance-to-default framework. The database consists of 8,965 executive-year data points from 272 firms.
This paper accomplishes three major objectives: first, the author presents a significant extension of Sundaram and Yermack (2007) by including non-CEO executives; the author demonstrates how the differences in inside debt between CEO and non-CEO executives are directly related to firm risk; and that funding these pensions via a Rabbi Trust eliminates most of the risk-shifting effects. Firms with the lowest compensation leverage gap between CEO and non-CEO executives were most likely to observe the agency costs associated with high executive leverage. When compensation leverage structures were substantially different, or the pension was pre-funded, these effects are neutralized.
To the best of the author’s knowledge, the first paper addresses the effects of Rabbi Trusts on risk-shifting behavior between both CEOs and non-CEO executives. Further, the author extends Sundaram and Yermack (2007) using a hand-collected database six times larger than the original paper. By focusing on the “leverage gap” between CEOs and non-CEO executives, the author presents unique evidence that underlines the risk dynamics between CEOs and their boards.
The desire to cut supply chain costs has made RFID technology one of today's most discussed retail technologies. Given the current implementation pace, the objective of this paper is to go beyond the hype and explore basic issues related to RFID technology, including its promises as well as its pitfalls.
The author provides a conceptual discussion of the evolution of RFID, addresses its capabilities and its application in various industries, discusses implementation challenges, identifies adoption phases, and reviews RFID's success factors.
RFID is the most recent prolific technology that provides supply chain collaboration and visibility. An RFID systems solution will increase corporate ROI while at the same time improving retail supply chain communication. Handled properly, RFID technology can result in an evolutionary change incorporating legacy systems with the real‐time supply chain management of tomorrow. Its stumbling point seems only to be a variety of issues outside the technology itself: marketing problems, false promises, security and privacy considerations, and a lack of standards.
The paper was constrained by empirical evidence of, for example, technology deployment, adoption drivers, and success factors.
The paper confirms the power of RFID – a technology in its infancy with as yet untapped potential for supply chain collaboration. It also examines some of the popular RFID products and services.
The paper discusses implementation challenges, identifies adoption phases, and reviews RFID's success factors. It identifies the biggest implementation challenge as the challenge for IT experts of determining how to integrate RFID with existing supply chain management (SCM), customer relationship management (CRM), and enterprise resource planning (ERP) applications.
This chapter examines the effects of the value attainment and cognitive roles of budgetary participation on job performance. A structural model consisting of variables…
This chapter examines the effects of the value attainment and cognitive roles of budgetary participation on job performance. A structural model consisting of variables such as budgetary participation, job-relevant information, job satisfaction, and job performance is proposed and tested using a survey questionnaire on 70 senior managers, drawn from a cross-section of the financial services sector. Their responses are analyzed using a structural equation modeling (SEM) technique. The results reveal that budgetary participation is positively associated with job-relevant information. These results lend support to the cognitive effect of budgetary participation, which suggests that subordinates participate in the budget setting process to share information. In addition, the results suggest that budgetary participation is positively associated with job satisfaction. These results support the value attainment role of budgetary participation, which increases subordinates’ levels of job satisfaction. Furthermore, the results reveal that there are positive relationships between job-relevant information and job satisfaction, job-relevant information and job performance, and job satisfaction and job performance.
The purpose of this paper is to explore the possibility that several workplace initiatives could stem the biases of recruiters against people who disclose or demonstrate…
The purpose of this paper is to explore the possibility that several workplace initiatives could stem the biases of recruiters against people who disclose or demonstrate diagnosed mental disorders. Specifically, in many nations, the level of unemployment in people who experience mental disorders is rife. Arguably, employers exhibit various biases that disadvantage people who disclose or demonstrate mental disorders; for example, recruiters tend to orient attention to the limitations, instead of the strengths, of job candidates. Because of these various biases, employers may reject applicants who acknowledge or manifest a mental disorder, even if these candidates would have been suitable.
To substantiate these premises, the authors analyzed established taxonomies of cognitive biases to identify which of these biases are likely to deter the employment of people with mental disorders. In addition, the authors applied several theories, such as the future self-continuity hypothesis, to uncover a variety of initiatives that could redress these biases in the future.
The authors uncovered five constellations of biases in recruiters that could disadvantage individuals who disclose or demonstrate mental disorders. Fortunately, consistent with the meaning maintenance model and cognate theories, when the vision and strategy of organizations is stable and enduring, these biases diminish, and people who report mental disorders are more likely to be employed.
This paper shows that initiatives that promote equality and stability in organizations could diminish stigma against individuals who experience mental disorders.
A translation framework and associated processes and activities for bridging the research-to-practice gap in early childhood intervention are described. Translational…
A translation framework and associated processes and activities for bridging the research-to-practice gap in early childhood intervention are described. Translational processes and activities include methods and procedures for identifying evidence-based practices, translating findings from research evidence into early childhood intervention procedures, and promoting practitioners’ and parents’ routine use of the practices. The framework includes four interrelated processes and activities. Type 1 translation uses research findings to develop evidence-based practices. Type 2 translation involves the use of evidence-based professional development (implementation) practices to promote practitioners’ and parents’ use of evidence-based early childhood intervention practices. Type 3 translation includes activities to evaluate whether the use of evidence-based practices as part of routine early intervention have expected benefits and outcomes. Type 4 translation includes activities for the dissemination, diffusion, and promotion of broad-based adoption and use of evidence-based practices. Examples of each type of translation are described as are implications for practice.
This chapter details the instructional experiences of a group of graduate students, who are emerging Human Systems Intervention practitioners – men and women who…
This chapter details the instructional experiences of a group of graduate students, who are emerging Human Systems Intervention practitioners – men and women who self-identify as white and work in organizational, community, and educational leadership settings. I outline a series of learning experiences that supported a group of MA students to uncover white supremacist thinking in their work – their approaches to intervention and their mental models regarding effective organizational or community functioning. Using contemplative practices to dig out oppressive, invisible dimensions of white identity, we examined how our whiteness shaped and warped how we enacted our work in community and organization development. We did this by reflective reading, meditation, contemplative arts, deep listening and storytelling, singing and music, and ceremony. This chapter illustrates how higher education can address a fundamental mental model and world view that influences how social responsibility is envisioned and how issues of social justice can be advanced within graduate professional education through socially responsible teaching and learning strategies and activities.
- Community and organizational development
- contemplative pedagogy
- contemplative practices
- graduate education
- higher education
- learning strategies and activities
- management education
- professional education
- self as instrument
- social justice
- social responsibility
- teaching and learning
- white privilege
- white supremacist thinking
Recent studies of racioethnic differences in job satisfaction have yielded inconsistent results. It is posited that the physical variable race/national origin (synonymous…
Recent studies of racioethnic differences in job satisfaction have yielded inconsistent results. It is posited that the physical variable race/national origin (synonymous with physioethnicity), that is commonly used to operationalize race/ethnicity, is not sufficiently comprehensive to detect the social and cultural essence of racioethnicity. Thus, this article offers “socioethnicity” as a less observable type of racioethnicity. This delineation of socioethnicity enables the researchers and practitioners to measure the number of cultures with which an individual identifies. Based on previous research findings and grounded in orthogonal cultural identification theory, it is hypothesized that multicultural members of the majority group in a racioethnically diverse work environment will be more satisfied with their coworkers than monocultural members. Results supported the hypothesis.
This chapter examines the processes by which a group's racial composition affects its performance and the social-cognitive tendencies of its individual members. Drawing on…
This chapter examines the processes by which a group's racial composition affects its performance and the social-cognitive tendencies of its individual members. Drawing on published and unpublished experiments regarding group composition and interracial interaction, this review demonstrates that the information exchange perspective on diversity – in which demographic heterogeneity is expected to translate into informational heterogeneity – is more complicated than some have suggested, and is not wholly responsible for the positive performance effects of racial diversity. Indeed, many of the benefits of diversity can be attributed to the impact of heterogeneous settings on White individuals, as well as to motivational and other non-informational processes.
Relying on relational demography and person-organization fit perspectives, the purpose of this paper is to explore the interactive effect of demographic dissimilarity and…
Relying on relational demography and person-organization fit perspectives, the purpose of this paper is to explore the interactive effect of demographic dissimilarity and value congruence on workplace attachment outcomes – affective and normative organizational commitment and turnover intentions. Based on optimal distinctiveness theory, asymmetrical effects across gender and race/ethnicity are also examined.
A diverse sample of 278 restaurant workers in 30 different work units is used to test the hypotheses using hierarchical OLS regression.
The results partially support the idea that perceived and objective value congruence moderate the relationship of race/ethnic and gender dissimilarity on workplace attachment. Tests for asymmetrical demographic group effects showed that value congruence had a stronger moderating effect for whites than for people of color, and for men than for women.
The results suggest that value congruence can ameliorate the adverse diversity effects on workplace attachment, but that a complete substitution effect may not be present. Women and minorities may still be sensitive to demographic representation even when their value congruence is high. This implies that a simultaneous pursuit of fit and diversity is an adequate diversity management strategy to stimulate the inclusion and workplace attachment of all social groups.
This study joins a limited number of studies addressing the interaction of value congruence and demographic dissimilarity, and presents empirical evidence from a work setting. Also, this is the first study to show gender and race/ethnic differences in this interaction.