Purpose
In this paper, the authors investigate whether an independent and gender-diverse compensation committee strengthens the relationship between top managers' pay and firm performance in Chinese ...companies. The authors also investigate whether the independent compensation committee composed of all male directors is effective in designing the optimal contract for executives.
Design/methodology/approach
The authors use data from A-share listed companies on the Shenzhen and Shanghai stock exchanges from 2005 to 2015. As a baseline methodology, the authors use pooled ordinary least square (OLS) regression to draw inferences. In addition, cluster OLS regression, two-stage least square regression, the two-stage Heckman test and the propensity score matching method are also used to control for endogeneity issues.
Findings
The authors find evidence that an independent or gender-diverse compensation committee strengthens the link between top managers' pay and firm performance; that the presence of a woman on the compensation committee enhances the positive influence of committee independence on this relationship; that a compensation committee's independence or gender diversity is more effective in designing top managers' compensation in legal-person-controlled firms than they are in state-controlled firms; that gender diversity on the compensation committee is negatively associated with top managers' total pay; and that an independent compensation committee pays top managers more.
Practical implications
The study results highlight the role of an independent compensation committee in designing optimal contracts for top managers. The authors provide empirical evidence that a woman on the compensation committee strengthens its objectivity in determining top managers' compensation. The study finding supports regulatory bodies' recommendations regarding independent and women directors.
Social implications
The study findings contribute to the recent debate about gender equality around the globe. Given the discrimination against women, many regulatory bodies mandate a quota for women on corporate boards. The study findings support the regulatory bodies' recommendations by highlighting the economic benefit of having women in top management positions.
Originality/value
This study contributes to literature by investigating the largely overlooked questions of whether having a gender-diverse or independent compensation committee strengthens the relationship between top managers' pay and firm performance; whether an independent compensation committee is more efficient in setting executives' pay when it is gender-diverse; and whether the effect of independent directors and female directors on top managers' compensation varies based on the firm's ownership structure. Overall, the main contribution of the study is that the authors provide robust empirical evidence in support of the managerial power axiom.
•We use surveys of company managers to measure the size of a shadow economy.•We combine misreported business income and misreported wages, as percentage of GDP.•Our method produces detailed ...information on the structure of the shadow economy.•Firms that are dissatisfied with the tax system engage in more shadow activity.•Shadow production is influenced by probabilities and penalties of detection.
This study develops a method that uses surveys of company managers to measure the size of a shadow economy. Our method is based on the premise that company managers are the most likely to know how much business income and wages go unreported due to their unique position in dealing with both of these types of income. We use a range of survey design features to maximize the truthfulness of responses. Our method combines estimates of misreported business income, unregistered or hidden employees, and unreported wages, to arrive at an estimate of the size of a shadow economy as a percentage of GDP. This approach differs from most other studies of shadow economies, which largely focus on using macroindicators. We illustrate the application of our method to three new EU member countries. We also analyze the factors that influence companies’ participation in the shadow economy.
The aim of this study was to investigate the problems caused by transportation in mobile teaching in terms of school administrators' views. The research is quantitative method and is in descriptive ...survey model. The population of the study consists of school administrators (317) working in schools (197 schools in total) transporting students in different neighbourhoods in Siirt in 2019-2020 academic years. It was used that census is based on this study instead of using sampling as a method. " The Problems of Mobile Teaching Based Upon Transportation Scale" was applied to participants in this study. Data collected by Google Form applications were examined by using descriptive analysis and difference tests . According to results of the research it is highlighted that there are some lack of security in the transportation (not fasting seat belts and traveling standing during driving, getting in straingers , inadequate information about first aid, etc.) in terms of the opinions of the school administrators, communication problems (having an argument with on-duty teachers, not being punctual service, conflict with parents, etc.). It is also observed that there is a considerable differences in the problems based upon transportation due to the fact that participants have the status and spend for a long time of appointment in managing,gaining experiences by working schools in mobile teaching and their schools have different locations.
Aim
To summarize the evidence available on Nurse Manager Intentional Rounding (NMIR) describing the main characteristics and methodological quality of studies available, the features of rounding and ...the outcomes as measured to date.
Design
A systematic review.
Data Sources
Electronic databases, including MEDLINE‐EBSCHOST, PubMed, CINAHL, Scopus, Cochrane, Clinicalkey, ScienceDirect, OVID, Sage Journals and Web of Science, were searched up to June 2021.
Review Methods
The Preferred Reporting Items for Systematic Reviews and Meta‐Analyses statement guideline was used to summarize methods and report findings. The Joanna Briggs Institute Critical Appraisal tools were used to evaluate the methodology quality of the studies included.
Results
Seven studies were included with pre‐post‐test (n = 3), longitudinal, two‐group post‐tests, quasi‐experimental, and retrospective study designs (n = 1, respectively). In five studies, the nurse managers were trained to conduct the rounding, which was shaped according to three main features: a structured (n = 4), a semi‐structured (n = 1) and an unstructured rounding (n = 2) delivered from high (twice a day 7/7) to low intensity (once a day, 5/7). Two main outcomes have been measured to date, the patient satisfaction and some aspects related to the care quality. Five studies reported that the satisfaction scores of patients who received rounding were significantly higher than that perceived by patients not receiving rounding. About the other aspects of the quality of care, two studies documented significant improvements as a consequence of the NMIR (e.g. information accessibility, discharge instructions, coordination of care after discharge).
Conclusion
Studies available report in general a low methodological quality, mainly due to their pragmatic nature as quality improvement projects. Therefore, transforming this field of research by establishing a methodological rigour and a theoretical foundation in both interventions and outcomes and by designing experimental approaches, might expand the evidence available on the effects of nurse managers intentional rounding.
China is an important emerging economy, and its capital market has witnessed rapid development in recent years. At the same time, market pressure and exposed risks have increased significantly, which ...might negatively influence entrepreneurial behaviors. From the perspective of behavioral finance, this study explored the impact of managers’ overconfidence on entrepreneurship, by analyzing mergers and acquisitions (M&As) of listed firms. Empirical studies were performed on listed Chinese firms by constructing a comprehensive index to measure managers’ overconfidence. The results show that overconfidence, which might promote the chance to exploit the business opportunities of M&As, has a negative impact on both, innovation entrepreneurship and profitability, after the M&A. Propensity score matching was also performed for possible sample selection bias, and the results support the same findings.
Within the extensive body of employee voice literature, the voice of the ordinary shopfloor employee has resonated loudly. The important role that line managers play in encouraging or inhibiting that ...voice has also been well documented. However, within the voice literature there has been silence with respect to line managers themselves being considered as voicers. In this paper, these missing managerial voices are amplified through the presentation of a case study of front and middle line manager voice within a university setting. Within this hierarchical organisation subject to increased managerialism, semi-structured interviews with 26 participants were conducted and it was found that line managers' voice was thwarted due to relational and structural blockages in their formal voice channels. In some cases, this led to suppressed voice and a sense that line managers had no one to voice to. However, some managers were able to be creative and their actions led to productive resistance. While for others, these blockages motivated line managers to use covert 'underground channels' where their voice was raised informally and their interests could be advanced. The paper extends our knowledge by considering the line manager as a voicer, and not merely a manager of voice.
This article focuses on frontline managers (FLM) who, until recently, have been neglected as key actors in the implementation of human resource management policies and subsequent employee performance ...outcomes. This research finds that FLMs are not a homogenous entity who act as robotic conformists, but rather evolve and become important agents shaping organisational performance outcomes and worker effort. The article extends social exchange theory to present a ‘zone of reciprocity’ that refines understanding of the causal chain between different FLM styles, HR policy and employee performance outcomes of organisational citizenship behaviour and commitment. The data are survey responses from 613 employees who all work and report to specific FLM in a single medical device multi‐divisional organisation. The article offers new theory development as well as implications for practitioners interested in FLM and the HR performance causal chain.
Purpose: This study aims to explain the role of line managers in human resource activities. It is a case study in West Midlands.Design/methodology/approach: The trend of line managers (LMs) ...involvement in human resource (HR) activities has been on-going for a while. There has been a lot of intellectual debate and controversy on the issue. Also, organisations have faced lots of challenges due to this same issue. This study aims to discover how to cope with this problem by utilizing human resources activities. This research adopted a qualitative single case study approach on a University in West Midlands, UK. In the first instance, 35 respondents consisting of line managers and HR practitioners across the Business School were invited to participate in this research. Within the context of LMs, purposive sampling was used.Findings: The findings show that Line Managers that enhances abilities are significantly associated to HR activities. Line Managers that enhance motivation and involvement are significantly assocaited to HR activities. And the results showed that HR respondent 1 to 5 said LMs play an important role and are needed to carry out HR activities.Originality/value: The analysis of the case, highlights the benefits of the novel idea of line managers and human resource practitioners and contributes to the need for greater clarity and knowledge of the barriers in the involvement of LMs in HR activities. Social implications: This study has shown LMs and HR practitioners have their different reserves about working together but the issue presently is, none of them is dispensable so they have to work together. It is necessary for HR practitioners to consult LMs when formulating policies and procedures to ensure balance between business needs and standard policies, and procedures.
Sales force incentive design often involves significant participation by sales managers in designing the compensation plans of salespeople who report to them. Although sales managers hold valuable ...territory-level information, they may benefit from misrepresenting that information given their own incentives. The author uses a game theoretic model to show (1) how a firm can efficiently leverage a manager’s true knowledge and (2) the conditions under which involving the manager is optimal. Under the proposed approach, the firm delegates sales incentive decisions to the manager within restrictive constraints. She can then request relaxed constraints by fulfilling certain requirements. The author shows how these constraints and requirements can be set to ensure the firm’s best possible outcome given the manager’s information. Thus, this “request mechanism” offers an efficient, reliable alternative to approaches often used in practice to incorporate managerial input, such as internal negotiations and behind-the-scenes lobbying. The author then identifies the conditions under which this mechanism outperforms the well-established theoretical approach of offering the salesperson a menu of contracts to reveal territory-level information.
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