Managerial pay adjustments: Decomposition and impact on firm productive efficiency

This paper decomposes managerial pay adjustments and examines their impact on firm productivity based upon Taiwanese firm panel data. Pay adjustments are decomposed into components arising from three sources: a scheme based on the external labour market comparisons, a scheme derived from the changes in firm and manager characteristics, and transitory pay adjustments. The stochastic frontier model is used to test how these pay components affect firm productivity. Empirical results suggest that the pay adjustments based on the comparison between managers' actual pay and their market-clearing pay are positively related to the output and technical efficiency of the firms, whereas this productivity-boosting effect cannot be seen for other components. This paper shows the importance of the external labour market in connecting managerial pay to firm productivity, and provides a model for the research of managerial pay in an environment where the compensation structure does not have apparent stock incentives.     

WHY HAS TOP EXECUTIVE COMPENSATION INCREASED SO MUCH IN CHINA: A EXPLANATION OF PEER‐EFFECTS

Top executive compensation can be affected significantly by peer group pay. This paper investigates the impact of peer effects on the change in top executive compensation based on evidence from China. Empirical results show that if the top three executives' compensation was lower than the peer group median level in year t ? 1, the percentage change in the top three executives compensation in year t would be higher by 0.225%, and that the absolute level of pay would increase by 51 000 yuan. Furthermore, better performance, faster growth and state ownership increase the likelihood of peer effects, while corporate governance variables do not.     

Managerial compensation and R&D investments: the role of the external managerial labour market

This paper investigates the importance of the external managerial labour market in the determination of managerial compensation and in the influence of the compensation incentives on a firm’s R&D investments. I design an empirical model including the compensation adjustment regression, of which the focus is the role of the external labour market, and the R&D regression that examines how the compensation incentives derived from the external labour market affect a firm’s R&D intensity. Empirical results suggest that the R&D intensity is positively related to the premium of the actual pay adjustments over the expected pay adjustments based on the external labour market comparisons. The effect of the compensation incentives on the R&D investments is strongest when managers expect pay to decrease but actually experience an increase in pay.     

Does the Porter Hypothesis Explain Expected Future Financial Performance? The Effect of Clean Water Regulation on Chemical Manufacturing Firms

Previous research provides opposing theoretical arguments regarding the effect of environmental regulation on financial performance. As one important argument, the Porter hypothesis claims that tighter regulation improves financial performance. This study provides empirical evidence on this debated effect. In particular, we employ panel data analysis to examine the effect of Clean Water Act regulation, as measured by permitted wastewater discharge limits, on expected future financial performance, as measured by Tobin’s q, for publicly owned firms in the chemical manufacturing industries. We find that tighter permitted discharge limits lower Tobin’s q; i.e., more stringent Clean Water Act regulation undermines expected future financial performance. By decomposing Tobin’s q into its constituent components—market value and replacement costs—and estimating each component separately, we find that tighter permitted discharge limits lower both components with a larger impact on market value, which implies that investors revise their expectations of the discounted present value of future profits in response to changes in Clean Water Act regulation.     

Are company founders underpaid?

This article examines the relation between founder status and CEO compensation in publicly listed US firms. The results suggest that CEO/founders receive lower cash pay and total compensation compared to professional managers. In contrast, CEOs who are relatives of the founders receive similar cash pay and total compensation to that of professional managers. Different compensation levels also emerge in terms of stock option awards. The findings underline the importance of distinguishing among these three CEO types when examining the determinants of executive compensation.     

Q-theory of investment and earnings retentions—evidence from Scandinavia

In a frictionless milieu, retentions should have no impact on investment behavior. Empirical studies, however, typically find that retentions are an important determinant of investment. Managerial discretion and financial constraints are two alternative explanations that have been suggested. This article uses a panel of listed Scandinavian firms to examine the importance of earnings retentions as a determinant of investment. Measures of Tobin’s Q, marginal q, and sales accelerator are used to control for investment opportunities. Scandinavian firms are found to depend on earnings retentions to a high degree, more so than in other developed economies. This high dependence on retentions suggests that the Scandinavian capital markets are suffering from allocational inefficiencies. This can be assumed to have detrimental effects on the speed of structural change. Moreover, these market frictions appear too large to per se be caused by information asymmetries or managerial discretion phenomena. Possible institutional explanations are suggested.     

Do price-tags influence consumers’ willingness to pay? On the external validity of using auctions for measuring value

This paper considers the external validity of the growing corpus of literature that reports the use of laboratory auctions to reveal consumers’ willingness to pay for consumer goods, when the concerned goods are sold in retail stores through posted price procedures. The quality of the parallel between the field and the lab crucially depends on whether being informed of the actual field price influences a consumer’s willingness to pay for a good or not. We show that the elasticity of the WTP revision according to the field price estimation error is significant, positive, and can be roughly approximate to one quarter of the error. We then discuss the normative implications of these results for future experiments aimed at eliciting private valuations through auctions.     

Why are firms sometimes unwilling to reduce costs?

This paper identifies the environments in which it does not pay for a multiproduct firm to engage in small cost reductions. Specifically, it shows that a multiproduct Bertrand firm’s profits will decrease in response to a small reduction in one product’s marginal cost if and only if the output share of the cost-reducing unit is below a threshold. Because cost reductions by a single-product firm or by a multiproduct Cournot firm always increase the firm’s profits, this result is unique to multiproduct Bertrand firms.     

Managerial compensation and the underinvestment problem

This paper studies the effect of managerial compensation terms on the well-known “underinvestment” incentive. We extend the Mauer and Ott (2000) real-option model of corporate expansion, and show that, when the manager maximizes the value of his compensation package (rather than equity value), the underinvestment problem can be substantially mitigated. Further, by designing an appropriate compensation contract, it is possible to eliminate the underinvestment incentive altogether. This managerial contract, consisting of fixed salary and equity ownership, is explicitly derived in the model. The equity ownership level is found to be an increasing function of the manager's fixed salary and the company's earnings growth rate, and a decreasing function of leverage ratio, earnings volatility, tax rate, bankruptcy costs, and the manager's severance pay at bankruptcy.     

Managerial Compensation and the Cost of Moral Hazard

This article investigates managerial compensation and its incentive effects. Our econometric framework is derived from a multiperiod principal-agent model with moral hazard. Longitudinal data on returns to firms and managerial compensation are used to estimate the model. We find that firms would incur large losses from ignoring moral hazard, whereas managers only require moderate additional compensation for accepting a contract that ties their wealth to the value of the firm. Thus the costs of aligning hidden managerial actions to shareholder goals through the compensation schedule are much less than the benefits from the resulting managerial performance.     

Unsafe sex,AIDS and development

The AIDS-fighting communities have spent their limited resource on improving people’s awareness of the risk of contracting AIDS, and yet these programs have not resulted in sustained behavior change. This paper offers a possible explanation of why agents in poor countries choose to engage in more unsafe sexual activities when they are perfectly cognizant of the risk involved. It is shown that agents may rationally choose to do so when they are poor, since future is not attractive due to poverty and agents care more about current-period utility. Our results indicate that safe sexual practice is essentially a “normal good” and that development may be key to reduce the HIV infectivity by modifying agents’ sexual behavior. The model is then extended to consider the role of public health expenditure. We find that the relationship between protected sexual activity and development is no longer monotonic: unsafe sexual activity may increase slightly after a critical level of development has been reached. Finally, we examine the impacts of AIDS on development by considering individual’s saving decision. It is shown that agents tend to save more and accumulate more capital when economy grows.     

What Have We Learned about the Employment Effects of Severance Pay? Further Iterations of Lazear Et al.

In this study we examine the effect of severance pay on employment and unemployment, using data on industrialized OECD countries. Our starting point is Lazear’s [(1990) Quarterly Journal of Economics 105, 699–726] dictum that severance payment requirements unfavorably impact the labor market. We extend his sample period and add to his parsimonious specification a variety of fixed and time-varying labor market institutions. While the positive effect of severance pay on unemployment garners some support, there is no real indication of adverse effects in respect of the other employment outcomes identified here, namely, the employment-population ratio, the labor force participation rate, and long-term unemployment. Moreover, with the possible exception of collective bargaining coordination, the role of institutions is also more muted than suggested in the literature. We thank, without implicating, an anonymous referee for most helpful comments on the first draft of this paper.     

Public-good valuation and intra-family allocation

I derive values of marginal changes in a public good for two-person households, measured alternatively by household member i’s willingness to pay (WTP) for the good on behalf of the household, WTP _i (H), or by the sum of individual WTP values across family members, WTP(C). Households are assumed to allocate their resources in efficient Nash bargains over private and common household goods. WTP _i (H) is then defined by trade-offs between the public good and the household good, and WTP(C) by trade-offs of between the public good and private goods. WTP _i (H) is found to be higher (lower) than WTP(C) when member i has a relatively high (low) marginal valuation of the public good, but tends on average to equal WTP(C). As a consequence, individuals tend to represent households correctly on average when questioned about the household’s WTP for a public good, even when they are purely selfish and answer truthfully. Adding all members’ WTP answers on behalf of the household then leads to double counting. Pure and paternalistic altruism (the latter attached to consumption of the public good) move each member’s WTP on behalf of the household closer to the true sum of individual WTP, but only paternalistic altruism raises this sum.      

Distribution-free estimation with interval-censored contingent valuation data: troubles with Turnbull?

Contingent valuation (CV) surveys frequently employ elicitation procedures that return interval-censored data on respondents’ willingness to pay (WTP). Almost without exception, CV practitioners have applied Turnbull’s self-consistent algorithm to such data in order to obtain nonparametric maximum likelihood (NPML) estimates of the WTP distribution. This paper documents two failings of Turnbull’s algorithm; (1) that it may not converge to NPML estimates and (2) that it may be very slow to converge. With regards to (1) we propose starting and stopping criteria for the algorithm that guarantee convergence to the NPML estimates. With regards to (2) we present a variety of alternative estimators and demonstrate, through Monte Carlo simulations, their performance advantages over Turnbull’s algorithm.

Mindreading and Manipulation in an Ecology of Prisoner’s Dilemma Games: Laboratory Experiments

Synopsis Humans have a rational reason to seek out and selectively play Prisoner’s Dilemma games with others who (for whatever reason) will play cooperatively, while avoiding those who will defect. It follows that they also have reason to try and persuade others that they will personally cooperate if a game is joined (using the term from Evolutionary Psychology, to ‘manipulate’ others’ beliefs) and, thus, to penetrate to the truth underlying such efforts (to ‘mindread’ others intentions). We develop an economic model of mindreading and manipulation that can govern exchange relationships in natural circumstances, and report laboratory data showing that, absent constraining institutions that make play with cooperators likely, intending defectors are more likely to be chosen as partners than are intending cooperators. Intending defectors’ efforts at manipulation appear to be more successful than their potential victims’ efforts at mindreading. The findings suggest the nature of the problem that must be addressed for would-be traders in the absence of well-enforced rules governing contracts, and we discuss the patterns of behavior that are likely responses in such circumstances.     

Determinants and value relevance of UK CEO pay slice

This paper studies the CEO pay slice (CPS) of UK listed firms during the period 2003 to 2009. We investigate the determinants of CPS. We study the links between CPS and measures of firm performance. We find that firms with higher levels of corporate governance ratings and those with more independent boards tend to have higher CPS. In addition, we find that CEOs are more likely to receive lower compensation when they chair the board and when they work in firms with large board size. We also find that higher CPS is positively associated with firm performance after controlling for the firm-specific characteristics and corporate governance variables. We get compatible results when we examine the association between equity-based CPS and firm performance. Our results remain robust to alternative accounting measures of firm performance. Our results suggest that high UK CPS levels do indeed reflect top managerial talent rather than managerial power.     

附加职工安置约束的国企产权拍卖机制研究

The transfer of SOE’s property right involves benefits readjustment of its stakeholders; therefore the design of the trading mechanism is not only to sell the SOE with a high price but also to realize other non-price objectives such as rearrangement of original employees, further development of the enterprise etc. This paper constructs a bidding mechanism with the constraint of accommodating employees to analyze the tradeoff between maximizing SOE auction revenue and minimizing induced unemployment. By adding that the winner is required to settle down a certain quantity of former SOE employees in the new enterprise, this mechanism brings on the competition among prospective investors in both the price and the quantity of employment, which can help the government to balance the different objectives more efficiently. However, the constraint will only work under the condition that the government has stressed sufficiently on the employees’ rearrangement and set the best constraint threshold. Moreover, the government should set an explicit compensation standard for the induced lay-offs to eliminate the investors’ accommodating cost dispersion and introduce more strategic investors with considerable heterogeneity to participate in the bidding. __________ Translated from Jingji yanjiu 经济研究 (Economic Research Journal), 2007, (10):115–125     

Executive Compensation and Legal Investor Protection: Evidence from China's Listed Firms

This paper seeks to relate the increases in executive compensation observed in China to improvement of the legal environment. We build a simple model and demonstrate that improvement in legal investor protection reduces the manager's private benefits of control; in order to make the managerial incentives compatible, some of the forgone private benefits have to be compensated in the form of increased executive pay. Using a large dataset on Chinese listed corporations, we find strong evidence that improvement of the legal environment is significantly associated with both the rise in executive compensation and the reduction in agency costs, which is consistent with our model predictions.     

Linear contracts as incentives: a puzzle

This paper reexamines the linear schedule of compensation as a tool for providing incentives to managers when contractible output is a function of costly effort and a random shock. Two puzzling situations compatible with linear schemes of compensation are presented. First, if the model parameters are such that the optimal participation on output is below 50%, the variable compensation turns out to have a negative effect on manager’s utility. Second, if it is below 25%, linear incentives allow situations in which larger utilities are reached by means of smaller rewards.      

Returns of Small Growth Stocks: An Empirical Analysis

I investigate the mean reversion tendency of small growth stocks. Using a carefully articulated research design employing established and empirically tested principles, my findings should support or refute the anecdotal evidence that small growth stocks make superior investments. The primary motivation for the study springs from the documented differential preference among investors for value and growth stocks. Despite evidence that value stocks tend to outperform growth stocks, investors retain strong interest in growth stocks. Yet in examining the performance of Business Week’s (BW), smaller capitalization companies (called “Hot Growth Companies”) with respect to the overall financial market, Bauman et al. [2002] found positive excess returns in the pre-publication period but negative excess returns in the post-publication period. A limitation of their study is that their analyses relied on only three criteria: sales, BW rank and return on capital, which do not represent completely a firm’s financial health. I replicate Bauman et al.’s study but use a more robust and representative variable set to test the mean reversal hypothesis — Forbes’ financial criteria — and I focus on six variables. In the current study, I look at 4,200 companies listed in Forbes from 1980 to 2000. The results of the expanded study substantiate Bauman et al.’s [2002] study showing that there are positive excess returns in the pre-publication period, but negative excess returns in the post-publication period. An expanded future study will look at five additional variables to see if they make a significant difference on the effects of the returns of small growth stocks.