Influence of firm performance and gender on CEO compensation

In this article we continue the examination of top executive pay by comparing performance, total pay and the influence of CEO gender. We analyse compensation differences between male and female CEOs using nonparametric analysis. We calculate the potential compensation for each executive using two benchmarks. First, each executive's performance and compensation are evaluated relative to members of the same gender to produce a same-gender measure of under-compensation. Each executive's compensation is also benchmarked against the other gender's potential compensation, producing an other-gender measure of under-compensation. Together, both measures allow an analysis of the gender-specific potential salaries of each executive while controlling for performance. The approach is applied to a sample of male and female executives. The results indicate that women are under-compensated.     

‘Someone else’s blood’: directed blood donation for neonatal transfusion and parental perceptions of risk

In Canada, parents can give blood exclusively for their child’s transfusion, a process known as directed donation. This qualitative study aimed to understand parents’ perceptions in seeking to provide blood for their newborn. Ten parents whose preterm children were cared for in the Neonatal Intensive Care Unit of one Canadian hospital were interviewed. The beliefs and experiences of parents with regard to directed donation were analyzed with reference to their understanding of the risks and benefits of this form of transfusion. Interview data revealed that parents had little knowledge or understanding of the medical benefits and risks of directed donation and based their decision to seek this type of transfusion largely on emotional grounds. In addition, despite their preference for directed donation, most infants whose parents were interviewed in this study, for practical reasons could not be given this type of transfusion. This may have magnified risk perceptions of non‐directed transfusions. Parents need to be better informed about the medical risks and benefits of directed donation and the actual likelihood that their child will be able to receive this type of transfusion.     

Unionization and CEO turnover

This article investigates whether unions have power to influence turnover of poorly performing chief executive officers (CEOs). Employing the transparency coalition framework, we develop hypotheses regarding CEO tenure given unionization, performance-turnover sensitivity, and firm performance following CEO turnover. We use Cox regression and a data set of US firms from 1993 to 2013 to show that CEO turnover is accelerated at firms that unionize. Discontinuity analysis suggests that the relationship is causal. Overall, the results show the significance of unions in the key corporate governance event of CEO turnover and suggest that, though they may proceed independently and for their own traditional goals of good pay and job conditions for their members, unions can be allies of investors and boards or directors when it comes to removing underperforming CEOs.     

Spillover Effects of Service Failures in Coalition Loyalty Programs: The Buffering Effect of Special Treatment Benefits

Coalition loyalty programs are on the rise, yet few studies investigate the impact of service failures in such programs. Using data from a retail context, the authors show that a program partner deemed responsible for a service failure suffers negative customer responses. However, customers’ perceptions of the benefits of the coalition loyalty program buffer these consequences. Perhaps most importantly, when customers perceive the program's special treatment benefits as low, direct and indirect spillover effects occur, such that a service failure by one program partner has a negative effect on customer loyalty toward the program itself.     

Do different factors explain male and female self-employment rates?

This article challenges the assumption that the factors associated with the self-employment choices of women differ from those of men; specifically, we test the extent to which women are influenced by standard economic factors compared with family and social issues. We find that economic factors influence the self-employment choices made by men and by women in the long and short-run. Although some findings were sensitive to the chosen self-employment measure our short-run findings, in particular, are at variance with the interpretation that self-employed women are less likely to be influenced by economic factors than their male counterparts. Consequently, we argue that gender-based explanations have exaggerated the importance of social factors in the self-employment choices made by women.     

寻找和留住人才:在华跨国企业的管理挑战

2001年12月,中国加入WTO,标志着全球各地的企业迎来了前所未有的中国新商机。时至今日,虽然大部分财富500强企业在中国都设立了分公司或办事处,但随着跨国企业建立并实施其发展战略,吸引和留住人才成为困扰在华外企的首要问题,同时人才的保有也成为外企登陆中     

Two representations of information structures and their comparisons

Decisions in Economics and Finance - This paper compares two representations of informativeness.