Low Pay,Higher Pay and Job Satisfaction in Wales

Abstract

Using the first six waves of the Welsh boosts to the British Household Panel Survey this paper attempts to explain the determinants of overall job satisfaction and four facets of job satisfaction in Wales, distinguishing between female and male workers and low-paid and higher paid workers. The motivation of the paper is the claim made widely in the EU that low-paid jobs are jobs of inherently low quality, in which case we should expect that job satisfaction would be lower in low-paid jobs. Since there are proportionately more low-paid workers in Wales than in either England or Scotland we would also expect to find that job satisfaction would be lower in Wales than in the other two countries.     

The role of communities in vegetarian and vegan identity construction

The recognition of the necessity to reduce meat consumption in affluent nations is now widely acknowledged. A large body of literature examines the personal factors that lead to meat reduction or avoidance, including the motivations and profiles of individuals. While excluding meat consumption from ones’ diet alone could be challenging, surprisingly, literature has sparsely examined the role of communities supporting this process, which includes both practices and convictions. This research seeks to make up for that and aims to investigate the impact of communities (both imagined and real) on the construction of vegetarian and vegan identities. To this end, nineteen semi-structured interviews were conducted with non-meat eaters, ten of whom underwent follow-up interviews. The analyses conducted focused on their practices, convictions, and interactions within communities. The findings revealed two major points: firstly, practices and convictions develop simultaneously and in relation to various types of communities; secondly, identity is constructed through both affiliation and differentiation processes. These findings offer strong theoretical and practical implications by contributing to the understanding of the impact of community-driven value-based identity built on conviction-based consumption practices. For brands, retailers and public policy makers, this research provides practical recommendations for promoting meat-free diets, not only through making information available but also by using the co-evolution of practice and convictions as leverage, and by empowering communities in the process.     

内部薪酬差距与公司价值——基于生命周期理论的新探索

本文以我国2005-2014年沪深A股上市公司为样本,研究了公司生命周期对内部薪酬差距与公司价值关系的影响。结果发现:(1)总体上,公司内部薪酬差距有利于公司价值,支持了锦标赛理论;(2)结合生命周期考察,内部薪酬差距对公司价值的提升作用在成长期最强,在衰退期最弱,即随着公司生命周期的推移,内部薪酬差距对公司价值的提升作用逐渐减弱;(3)进一步的作用机制分析显示,管理层对于经营绩效影响的重要性以及员工对于公平感的需求是生命周期产生影响的重要机制。在综合得分判别法、留存收益率判别法、企业-行业增长率判别法等多项生命周期度量方法下,上述结论保持稳定。本文的研究为理解内部薪酬差距对公司价值的作用提供了一个崭新视角,也为不同生命周期阶段公司薪酬计划的制定提供了一定理论基础。     

How the CEO power and age dissimilarity shape the chair-CEO pay gap: Empirical evidence from China

Using data on China’s listed firms from 2009 to 2018, this paper investigates how the chair-CEO age dissimilarity and CEO power affect the chair-CEO pay gap from both managerial power theory and optimal contract theory. We find that CEO power and age dissimilarity have opposite effects on pay gap between the chairman and the CEO. And the cognitive conflict caused by age dissimilarity can effectively restrain the compensation-seeking behavior of CEO for non-performance compensation growth. More importantly, both the age difference and its sign have important value. When we consider age dissimilarity between the CEO and the entire board of directors, our hypotheses are still confirmed. Finally, we document that both CEO ability and co-working time between chairman and CEO could reduce the inhibition effect of age dissimilarity on compensation incentive from capability and relationship view. Overall, the results are beneficial to reform the top managers’ compensation incentive system and to improve the explicit and implicit supervision mechanisms.     

Corporate governance and pay for performance: evidence from Germany

This paper investigates how two distinctive features of the German corporate governance system—concentrated ownership structure and representation of employees on firm supervisory boards—influence the sensitivity of managerial pay to firm profitability. There is a positive, though very small, link between pay and profitability for widely held firms. The presence of a largest owner seems hardly to affect this link in any economically significant way. However, the link between pay and profitability is smaller and indeed not significantly different from zero in firms whose largest owner is a German financial institution. This suggests that large owners tend to act as a substitute for rather than a complement to performance related pay in Germany. We thank Dennis Leech for allowing us to use his algorithms for computing voting power indices, and Brian Cheffins, Tim Guinnane, Andrew Harvey, Dennis Leech, Hamish Low, Sheilagh Ogilvie, Melvyn Weeks and two anonymous referees for helpful comments. The research reported in this paper was started during a joint visit to CES, University of Munich, and completed during visits of Edwards and Weichenrieder to the University of Konstanz and the ifo Institute for Economic Research in Munich. We thank the three institutions for their hospitality, especially Bernd Genser and Hans-Werner Sinn. A previous version of this paper was circulated under the title “The Measurement of Firm Ownership and its Effect on Managerial Pay”.     

关键下属高管晋升锦标赛的创新激励效应研究

本文以2006-2016年我国A股上市公司为样本,探讨关键下属高管与CEO之间的薪酬差距如何影响企业创新.研究发现:关键下属高管-CEO薪酬差距越大,企业创新产出越高.进一步地,相比整个高管团队内部的薪酬差距,关键下属高管与CEO之间的薪酬差距对企业创新的影响更强;关键下属高管-CEO薪酬差距对企业创新的激励效应主要体现在关键下属高管晋升CEO的机会较大时,以及国有企业和技术密集型行业中.此外,降低代理成本是关键下属高管-CEO薪酬差距促进企业创新的重要作用机制,且关键下属高管-CEO薪酬差距促进了企业创新对企业价值的提升作用.本文研究结论对推动企业创新及优化上市公司高管薪酬激励体系具有重要的现实意义.     

Gender, piece rates and wages: evidence from matched employer-employee data

Why are women disproportionately on piece rates? We investigatethree possible explanations: (1) Women are more likely to beon piece rates, because they have a shorter expected tenurethan men. (2) A greater demand for flexibility between workand home attracts women to work place technologies suitablefor variable pay based on individual performance. (3) Womenprefer piece rates, because they are subject to less wage discriminationwhen objective performance measures are available. The weightof our empirical evidence supports the third hypothesis. Theunexplained gender wage gap is substantially smaller in thepiece-rate regime than in the time-wage regime.     

盈余质量对会计信息报酬契约有用性的影响及股权特征的交互作用分析

本文以盈余可靠性维度作为盈余质量的替代,检验管理者报酬契约中的会计监督作用是否存在、其受到公司股权特征制约或促进的程度以及对企业未来业绩的影响。研究发现:(1)从整体情况看,上市公司盈余的低可靠性对管理者报酬—会计业绩的敏感性产生显著负向影响,说明盈余质量影响了管理者报酬契约中的会计业绩度量。(2)政府机构直接控制的上市公司控股股东缺乏监督经理人的剩余索取权激励,在管理者报酬契约制定中对盈余质量的评价监督重视不足。(3)第一大股东对董事会的控制增强了盈余可靠性影响管理者报酬—会计业绩敏感性的程度,在一定程度上说明大股东与上市公司之间在监督激励管理者方面的“治理协同效应”。(4)第一大股东与第二大股东之比对盈余可靠性影响报酬—会计业绩的敏感性程度产生削弱的影响。(5)盈余的低质量使管理者现金报酬的激励效果受到制约,在管理者报酬契约中针对会计信息的可靠性进行会计监督,增强了对管理者进行激励的效果。     

The Role of the OECD and EU Conventions in Combating Bribery of Foreign Public Officials

The OECD Convention on Combating Bribery of Foreign Public Officials in International Business Transactions (the OECD Convention) obligates signatory nations to make bribery of foreign public officials a criminal act on an extraterritorial basis. The purposes of this article are to describe the nature and consequences of bribery, outline the major provisions of the OECD Convention, and analyze its role in promoting transparency and accountability in international business. While the OECD Convention is not expected to totally eliminate the seeking or taking of bribes, there are hopes that a uniform set of rules will curtail corrupt behavior, as long as those rules are both enforceable and enforced.     

Identifying lobbying strategies: An analysis of public responses to the Productivity Commission Inquiry into executive remuneration in Australia

This study investigates lobbying behaviour over the two phases of the 2009 Productivity Commission Inquiry into executive remuneration within Australia. Consistent with expectations, behaviours appeared related to preference for change, the costs of regulatory change relative to those of lobbying, and the need for reputational capital. Industry participants, and those from the Representative and Professional bodies emerge as key opponents. Industry presented in a conciliatory manner during the first phase, revealing a preference for the status quo, but then directly targeted specific recommendations of concern, notably the ‘two strike’ and ‘no vacancy’ rules in the second phase. Respondents from the Representative and Professional Bodies were broadly and consistently supportive of change and the Inquiry’s final recommendations. We also find that these recommendations largely align with the views of the Representative Bodies, but conflict with those expressed by Industry in their second phase submissions. Finally, we find no evidence to suggest the motivation behind Industry lobbying related to poor remuneration practices.