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The purpose of this paper is to extend discussions in the CEO compensation research domain. Specifically, this paper provides a critical analysis of the power law conceptualization and pay injustice contribution by Aguinis, Martin, Gomez-Mejia, O’Boyle and Joo.

This commentary addresses statistical and theoretical issues of the power law distribution with respect to prior compensation research and offers additional perspectives on the issue of CEO pay deservingness.

The power law is worth investigating further, but more attention should be paid to outliers and fit to the distribution. Stronger theory is needed for using the power law to explain CEO compensation phenomena, especially regarding standard firm performance measures and anomalies in the compensation process. Finally, “injustice” and “deservingness” in discussions of CEO pay exist in the eye of the beholder.

This paper offers additional considerations for scholars to explore when applying the power law distribution to compensation research.

El objetivo de este artículo es extender la discusión en el ámbito de la investigación sobre la retribución del CEO. En concreto, este artículo ofrece un análisis crítico de la conceptualización de ley de poder y la contribución sobre injusticia en la retribución de Aguinis, Martin, Gomez-Mejia, O’Boyle, and Joo.

Este comentario analzia las implicaciones estadísticas y teóricas del uso de la ley de poder en relación a la investigación previa sobre retribución y ofrece perspectivas adicionales acerca del merecimiento de la retribución del CEO.

Merece investigar más la distribución de ley de poder, pero debe prestarse más atención a los outliers y al ajuste de la distribución. Es necesaria una teoría más desarrollada para poder utilizar la distribución de ley de poder en la investigación sobre la retribución de los CEO, en particular en lo relativo a medidas estándar de resultados empresariales y a las anomalías en el proceso de retribución. Finalmente, las percepciones sobre “injusticia” y “merecimiento” en la discusión sobre la retribución del CEO dependen de la perspectiva de quien juzga.

El artículo proporciona consideraciones adicionales a los académicos que están considerando aplicar la distribución de ley de poder a la investigación sobre la retribución.

O objetivo deste artigo é ampliar as discussões na literatura acerca das remunerações dos CEOs. Especificamente, este artigo apresenta uma análise crítica da conceitualização da lei do poder e da injustiça na remuneração dos CEOs apresentados por Aguinis, Martin, Gomez-Mejia, O’Boyle, e Joo.

Este comentário analisa questões estatísticas e teóricas da distribuição da lei do poder em relação às pesquisas prévias em remunerações, e oferece novas perspectivas sobre o merecimento da remuneração do CEO.

A lei do poder merece mais investigação, entretanto mais atenção deve ser dada aos valores atípicos e aos ajustes da distribuição. É necessária uma teoria mais desenvolvida para utilizar a lei do poder para explicar o fenômeno de remuneração do CEO, especialmente relacionado às medidas padrões de desempenho empresarial e anomalias no processo de remuneração. Finalmente, nas discussões sobre pagamento do CEO, existem “injustiça” e “merecimento” na perspectiva de quem observa.

Este artigo apresenta novas considerações para serem exploradas por pesquisadores quando utilizarem a distribuição da lei do poder em pesquisas relacionadas à remuneração.

The purpose of the study is to set a research agenda so that future conceptual and empirical research can improve the understanding of why CEO pay and CEO performance are decoupled.

The paper compiles and adds to many of the explanations provided by this special issue’s nine commentaries regarding why CEO pay and CEO performance are decoupled. These explanations were grouped into two categories: economic (e.g. marginal productivity theory, agency theory and behavioral agency model) and social-institutional-psychological (e.g. CEO individual differences and characteristics and CEO-organization interactions). Moreover, new analyses based on additional data were conducted to examine measurement-related explanations for the observed pay-performance decoupling.

Results based on alternative measures of pay and performance confirmed, once again, the existence of pay-performance decoupling.

This paper will stimulate research pitting theoretical explanations against each other to understand their relative validity in different contexts.

The paper informs ongoing efforts to link CEO pay to performance.

The paper also revisits the decoupling of CEO pay and firm performance from a normative and value-based perspective (i.e. regarding whether pay and performance should be related).

The paper clarifies that the articles in this special issue largely concluded that CEO pay is decoupled from CEO performance.

Objetivo – El objetivo es proponer una ageda de investigación de forma que la futura investigación conceptual y empírica pueda mejorar la comprensión sobre por qué la retribución y el rendimiento del CEO no están conectados.

Diseño/metodología/aproximación – El artículo compila y añade a la mayoría de las explicaciones proporcionados por los nueve comentarios publicados en este número especial acerca de porqué la retribución y el rendimiento del CEO están desconectados. Estas explicaciones se agrupan en dos categorías: económicas (e.g. teoría de la productividad marginal, teoría de agencia, modelo de agencia comportamental) y socio-institucional-psicológicas (e.g. diferencias y características individuales del CEO, interacción CEO-organización). Además, se llevan a cabo nuevos análisis sobre datos adicionales para examinar algunas explicaciones relativas a la medición para la falta de conexión entre retribución del CEO y su rendimiento.

Resultados – Los resultados basados en medidas alternativas de retribución y rendimiento confirman, una vez más, la existencia de una desconexión entre ambas magnitudes.

Limitaciones/implicaciones – Este artículo estimulará a investigación contraponiendo diferentes explicaciones teóricas para entender su validez relativa en diferentes contextos.

Implicaciones prácticas – El artículo informa sobre los esfuerzos actuals para relacionar la retribución del CEO y su rendimiento.

Implicaciones sociales – El artículo revisa la desconexión entre la retribución y el rendimiento del CEO desde una perspectiva normativa y de valor (i.e. sobre si la retribución y el rendimiento deben estar conectados).

Originalidad/valor – El artículo clarifica que los artículos en este número especial concluyen que la retribución del CEO está desconectada de su rendimiento.

O objetivo é estabelecer uma agenda de investigação para que futuros estudos conceptuais ou empíricos possam melhorar a compreensão do porquê de a compensação do CEO e o desempenho do CEO estarem dissociados.

Metodologia – O artigo compila e acrescenta às muitas explicações fornecidas pelos oito comentários deste número especial sobre as razões da dissociação da compensação e do desempenho do CEO. Estas explicações agrupam-se em duas categorias: económicas (eg., teoria da produtividade marginal, teoria da agência, modelo da agência comportamental) e Socio-institucional-psicológicas (eg., características e diferenças individuais do CEO, interações CEO-Organização). Além disso, conduziram-se novas análises baseadas em dados para examinar explicações baseadas em medições para a dissociação pagamento-desempenho.

Resultados – Resultados baseados em medidas alternativas de pagamento e desempenho confirmaram, uma vez mais, a existência da dissociação entre pagamento e performance.

Limitações/implicações – Este artigo estimula investigação que contraponha diferentes explicações teóricas, para perceber a sua validade relativa em diferentes contextos.

Implicações práticas – O artigo dá informação sobre esforços em curso para ligar a compensação do CEO ao desempenho.

Implicações sociais – O artigo revisita a dissociação do pagamento e desempenho da empresa Numa perspectiva normative e baseada em valores (ie, sobre se a compensação e a performance devem estar relacionadas).

Originalidade/valor – O paper clarifica que os artigos neste número especial basicamente concluiram que a compensação do CEO está dissociala do desempenho do CEO.

This paper examines how bonded design (BD), a participatory design methodology, was influenced by the transition to working in a virtual environment necessitated by the coronavirus disease 2019 (COVID-19) pandemic.

Abiding by the participatory design tenets of creativity, learning-by-doing and mutual learning, the BD methodology was created for the specific purpose of fostering meaningful communication and interaction between two disparate groups. Previous iterations of BD are discussed, including its naissance with intergenerational teams, its adaptation to provide a framework for a university-wide initiative, the Faculty Information Technology (IT) Liaison Program that brought together faculty members and IT professional staff, and its current use in helping public librarians to develop with older adults, targeted library programming and services.

Analysis of the findings from the assessment of the BD methodology in different physical contexts demonstrates that the flexibility in the makeup and order of design techniques (discussion, evaluation, brainstorming, prototyping, consensus-building) makes BD potentially adaptable to online spaces. Recommendations for implementing the BD methodology online are outlined. It is argued that BD’s adaptability makes it an ideal method for creating meaningful and productive collaborations within both physical and virtual environments.

The proposed iteration of the BD methodology responds to a need for innovative practices to foster collaborative work in a virtual environment. BD is a unique, inclusive and cost-effective methodology to encourage meaningful interaction and communication between disparate groups in physical or online contexts.

This paper reports an exploration of changing the legitimacy judgments of Emirati women employees in the UAE’s public sector. This paper aims to fill the research gap on gender at employee, rather than managerial level, a topic that has already generated considerable research.

Data derived from semi-structured interviews with 29 Emirati women working in the public sector is analyzed using NVivo 12 to identify their attitudes to, and experience of, participating in the workforce.

Interview narratives reveal that women not only consider that they have the right to enhanced professional status but also view this as exerting a positive impact on their personal lives.

It is suggested that this emerging sense of entitlement to work may be traced to the early political endorsement of women in the UAE workforce, underscoring the value of political and judicial agendas that contribute to female legitimacy and their rigorous implementation.

This study highlights the imperative of political goodwill and equitable legislation, as well as the need to assess Islamic values versus patriarchal biases in relation to women in the workforce.

With the aim of discovering the important factors in training staff to use newly installed automated circulation systems, the appropriate libraries in New Zealand were sent a questionnaire in 1988. This asked how libraries had trained their staff, and the outcome of the training in terms of satisfaction with their decisions, sparseness of mistakes after implementation and time taken for staff to attain efficiency after implementation. The most important factors in training were that the vendor should be heavily involved in organizing and carrying out training; training should be given before the system went live; staff should be given detailed training in the whole system; and a number of different training methods should be used. These factors were especially important for libraries installing their first automated system, those installing integrated systems, those with few staff, and those installing their systems in the earlier years of automation; that is, those libraries whose staff have the least background in the system being installed, have the greatest need for excellent training.

With the aim of discovering the important factors in training staff to use newly installed automated circulation systems, libraries in New Zealand with such systems were sent a questionnaire in 1988. This asked questions about how libraries had trained staff to use the system, and the outcome of this training in terms of satisfaction with their decisions regarding training, and of sparseness of mistakes made by staff after implementation of the system. Three facets of the administration of training were vitally important: (1) The vendor of the system must be heavily involved in the training; (2) As many staff as possible must be given a detailed training in the whole system; (3) As much of the training as possible must be given before system implementation.

Taking a career capital approach, this paper addresses the issue of “pipeline block” frequently experienced by women seeking career advancement. Focusing on the Arab Middle East (AME) region, the authors take a contextually relevant multi-level approach to examine these issues.

The study uses a qualitative, interview-based approach, drawing on data obtained from women leaders from the AME region. Drawing on Bourdieu's capital-field-habitus framework, we explore how women in the AME developed career capital in particular organisational fields.

The findings show the importance of human and social capital, as well as the influence of habitus for women's career advancement in specific fields. The study also highlights the unique contribution of cultural capital in helping women to navigate organisational fields where it is necessary to both challenge, and conform to, traditional norms.

Limitations of the study include assumptions of homogeneity across countries of the AME, whereas differences are known to exist. Future research should consider these contextual differences, and also include a study of women who were not successful in gaining career advancement.

The study’s multi-level approach highlights practical implications for women, organisations and society. For organisations, the authors propose some context-relevant coaching strategies that can help women to attain leadership positions.

The study’s multi-level approach highlights practical implications for women, organisations,and society. Focusing on organisations, the authors propose some context-relevant coaching strategies that can help women to attain advancement in their careers.

The study demonstrates originality in the findings by showing how women overcome the pipeline block in relation to their career advancement. The use of the Bourdieusian framework, an in-depth qualitative approach, and the AME context also add to the study's originality.