Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance
Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilitie...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Pissaris, Seema [verfasserIn] |
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| Format: |
Artikel |
|---|---|
| Sprache: |
Englisch |
| Erschienen: |
2017 |
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| Rechteinformationen: |
Nutzungsrecht: © 2015 Wiley Periodicals, Inc. © COPYRIGHT 2017 Wiley Subscription Services, Inc. |
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| Schlagwörter: |
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| Übergeordnetes Werk: |
Enthalten in: Human resource management - Hoboken, NJ : Wiley, 1972, 56(2017), 2, Seite 307-327 |
|---|---|
| Übergeordnetes Werk: |
volume:56 ; year:2017 ; number:2 ; pages:307-327 |
| Links: |
|---|
| DOI / URN: |
10.1002/hrm.21766 |
|---|
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| 520 | |a Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. | ||
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10.1002/hrm.21766 doi PQ20170501 (DE-627)OLC1992504903 (DE-599)GBVOLC1992504903 (PRQ)g1516-297152ba4951853834b56f9974014d957b9f19c51d0d429153fb642435fe2fd43 (KEY)0069439820170000056000200307executivepaymatterslookingbeyondtheceotoexploreimp DE-627 ger DE-627 rakwb eng 650 DNB 85.50 bkl 85.00 bkl Pissaris, Seema verfasserin aut Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. Nutzungsrecht: © 2015 Wiley Periodicals, Inc. © COPYRIGHT 2017 Wiley Subscription Services, Inc. compensation executive pay sensitivity CEO turnover executive category horizontal pay disparity vertical pay disparity firm performance non Executives Chief executive officers Executive dismissals Compensation and benefits Executive compensation Heavey, Angela oth Golden, Peggy oth Enthalten in Human resource management Hoboken, NJ : Wiley, 1972 56(2017), 2, Seite 307-327 (DE-627)165981172 (DE-600)83105-0 (DE-576)026315017 0090-4848 nnns volume:56 year:2017 number:2 pages:307-327 http://dx.doi.org/10.1002/hrm.21766 Volltext http://onlinelibrary.wiley.com/doi/10.1002/hrm.21766/abstract http://search.proquest.com/docview/1880183074 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 GBV_ILN_70 GBV_ILN_4012 GBV_ILN_4318 85.50 AVZ 85.00 AVZ AR 56 2017 2 307-327 |
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10.1002/hrm.21766 doi PQ20170501 (DE-627)OLC1992504903 (DE-599)GBVOLC1992504903 (PRQ)g1516-297152ba4951853834b56f9974014d957b9f19c51d0d429153fb642435fe2fd43 (KEY)0069439820170000056000200307executivepaymatterslookingbeyondtheceotoexploreimp DE-627 ger DE-627 rakwb eng 650 DNB 85.50 bkl 85.00 bkl Pissaris, Seema verfasserin aut Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. Nutzungsrecht: © 2015 Wiley Periodicals, Inc. © COPYRIGHT 2017 Wiley Subscription Services, Inc. compensation executive pay sensitivity CEO turnover executive category horizontal pay disparity vertical pay disparity firm performance non Executives Chief executive officers Executive dismissals Compensation and benefits Executive compensation Heavey, Angela oth Golden, Peggy oth Enthalten in Human resource management Hoboken, NJ : Wiley, 1972 56(2017), 2, Seite 307-327 (DE-627)165981172 (DE-600)83105-0 (DE-576)026315017 0090-4848 nnns volume:56 year:2017 number:2 pages:307-327 http://dx.doi.org/10.1002/hrm.21766 Volltext http://onlinelibrary.wiley.com/doi/10.1002/hrm.21766/abstract http://search.proquest.com/docview/1880183074 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 GBV_ILN_70 GBV_ILN_4012 GBV_ILN_4318 85.50 AVZ 85.00 AVZ AR 56 2017 2 307-327 |
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10.1002/hrm.21766 doi PQ20170501 (DE-627)OLC1992504903 (DE-599)GBVOLC1992504903 (PRQ)g1516-297152ba4951853834b56f9974014d957b9f19c51d0d429153fb642435fe2fd43 (KEY)0069439820170000056000200307executivepaymatterslookingbeyondtheceotoexploreimp DE-627 ger DE-627 rakwb eng 650 DNB 85.50 bkl 85.00 bkl Pissaris, Seema verfasserin aut Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. Nutzungsrecht: © 2015 Wiley Periodicals, Inc. © COPYRIGHT 2017 Wiley Subscription Services, Inc. compensation executive pay sensitivity CEO turnover executive category horizontal pay disparity vertical pay disparity firm performance non Executives Chief executive officers Executive dismissals Compensation and benefits Executive compensation Heavey, Angela oth Golden, Peggy oth Enthalten in Human resource management Hoboken, NJ : Wiley, 1972 56(2017), 2, Seite 307-327 (DE-627)165981172 (DE-600)83105-0 (DE-576)026315017 0090-4848 nnns volume:56 year:2017 number:2 pages:307-327 http://dx.doi.org/10.1002/hrm.21766 Volltext http://onlinelibrary.wiley.com/doi/10.1002/hrm.21766/abstract http://search.proquest.com/docview/1880183074 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 GBV_ILN_70 GBV_ILN_4012 GBV_ILN_4318 85.50 AVZ 85.00 AVZ AR 56 2017 2 307-327 |
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10.1002/hrm.21766 doi PQ20170501 (DE-627)OLC1992504903 (DE-599)GBVOLC1992504903 (PRQ)g1516-297152ba4951853834b56f9974014d957b9f19c51d0d429153fb642435fe2fd43 (KEY)0069439820170000056000200307executivepaymatterslookingbeyondtheceotoexploreimp DE-627 ger DE-627 rakwb eng 650 DNB 85.50 bkl 85.00 bkl Pissaris, Seema verfasserin aut Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. Nutzungsrecht: © 2015 Wiley Periodicals, Inc. © COPYRIGHT 2017 Wiley Subscription Services, Inc. compensation executive pay sensitivity CEO turnover executive category horizontal pay disparity vertical pay disparity firm performance non Executives Chief executive officers Executive dismissals Compensation and benefits Executive compensation Heavey, Angela oth Golden, Peggy oth Enthalten in Human resource management Hoboken, NJ : Wiley, 1972 56(2017), 2, Seite 307-327 (DE-627)165981172 (DE-600)83105-0 (DE-576)026315017 0090-4848 nnns volume:56 year:2017 number:2 pages:307-327 http://dx.doi.org/10.1002/hrm.21766 Volltext http://onlinelibrary.wiley.com/doi/10.1002/hrm.21766/abstract http://search.proquest.com/docview/1880183074 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 GBV_ILN_70 GBV_ILN_4012 GBV_ILN_4318 85.50 AVZ 85.00 AVZ AR 56 2017 2 307-327 |
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10.1002/hrm.21766 doi PQ20170501 (DE-627)OLC1992504903 (DE-599)GBVOLC1992504903 (PRQ)g1516-297152ba4951853834b56f9974014d957b9f19c51d0d429153fb642435fe2fd43 (KEY)0069439820170000056000200307executivepaymatterslookingbeyondtheceotoexploreimp DE-627 ger DE-627 rakwb eng 650 DNB 85.50 bkl 85.00 bkl Pissaris, Seema verfasserin aut Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance 2017 Text txt rdacontent ohne Hilfsmittel zu benutzen n rdamedia Band nc rdacarrier Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. Nutzungsrecht: © 2015 Wiley Periodicals, Inc. © COPYRIGHT 2017 Wiley Subscription Services, Inc. compensation executive pay sensitivity CEO turnover executive category horizontal pay disparity vertical pay disparity firm performance non Executives Chief executive officers Executive dismissals Compensation and benefits Executive compensation Heavey, Angela oth Golden, Peggy oth Enthalten in Human resource management Hoboken, NJ : Wiley, 1972 56(2017), 2, Seite 307-327 (DE-627)165981172 (DE-600)83105-0 (DE-576)026315017 0090-4848 nnns volume:56 year:2017 number:2 pages:307-327 http://dx.doi.org/10.1002/hrm.21766 Volltext http://onlinelibrary.wiley.com/doi/10.1002/hrm.21766/abstract http://search.proquest.com/docview/1880183074 GBV_USEFLAG_A SYSFLAG_A GBV_OLC SSG-OLC-WIW GBV_ILN_26 GBV_ILN_70 GBV_ILN_4012 GBV_ILN_4318 85.50 AVZ 85.00 AVZ AR 56 2017 2 307-327 |
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650 DNB 85.50 bkl 85.00 bkl Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance compensation executive pay sensitivity CEO turnover executive category horizontal pay disparity vertical pay disparity firm performance non Executives Chief executive officers Executive dismissals Compensation and benefits Executive compensation |
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Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance |
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Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance |
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executive pay matters: looking beyond the ceo to explore implications of pay disparity on non‐ceo executive turnover and firm performance |
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Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance |
| abstract |
Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. |
| abstractGer |
Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. |
| abstract_unstemmed |
Using a longitudinal data set covering a span of 10 years, we investigate the impact of vertical and horizontal pay disparity on non‐ CEO executive turnover and subsequent firm performance. Hypothesizing differential responses to pay disparity depending on a non‐ CEO executive's responsibilities, we first categorize non‐ CEO executives based on their job demands and their role in the organization (e.g., oversight, divisional). We then explore how pay disparity influences the relationship between executive category and turnover, and how the level of pay disparity impacts the relationship between turnover and firm performance. We find that executive category significantly impacts the likelihood of turnover, and also influences firm performance. Theoretical and practical implications are discussed. © 2015 Wiley Periodicals, Inc. |
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Executive Pay Matters: Looking Beyond the CEO to Explore Implications of Pay Disparity on Non‐CEO Executive Turnover and Firm Performance |
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http://dx.doi.org/10.1002/hrm.21766 http://onlinelibrary.wiley.com/doi/10.1002/hrm.21766/abstract http://search.proquest.com/docview/1880183074 |
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