This research sought to answer the question:"To what extent is the merit pay system at a state-supported university consistent with selected tenets of operant conditioning?" The population for this study consisted of one state-supported institution of higher education in the Commonwealth of Virginia that has a merit pay system. Nine department chairmen and six faculty members (two per academic rank--assistant, associate, and full professors) from the nine departments were randomly selected and interviewed. Two structured interview schedules were developed by the investigator to elicit the characteristics and perceptions of the current merit pay system in order to assess the extent to which the six tenets of operant conditioning were being applied in the merit pay system. In analyzing and presenting the results, the findings were presented according to general salary policy, demographic data and salary information, and the objectives of the study. The major findings of this study were: 1. The University does have a merit pay policy stated in the Faculty Handbook, but the investigator did not find evidence of a systematic procedure for determining faculty salary increases. 2. The department chairmen were better informed of the merit pay policy and procedures than the faculty members. In fact, faculty members were not familiar with the procedure for allocating merit increases. 3. A merit pay system was preferred by the majority of the department chairmen and faculty members over alternative salary policies. 4. The merit pay system at the University was not consistent with selected tenets of operant conditioning. 5. There were a limited number of rewards other than merit pay at the university that the department chairmen and faculty members believed were important. Some of the rewards that they considered important were tenure, promotion, reduced load, travel money, graduate or student assistant, release time, and good teaching schedules. Some rewards they desired to have at the University were parking space, free tuition for family, sabbatical leave, travel money, and release time. / Ed. D.

For the past two decades pension funds, and more specifically teacher pension funds, have experienced a rapid growth and an increased importance in the national and regional economies of the United States. The primary purpose of this study was to provide a descriptive examination of the legislative changes in the 50 state teacher retirement systems and the h relationship of these changes with selected state demographic variables over the fifteen-year period of time from July 1, 1969, to June 30, 1984. The research questions that guided this study were: 1) What are the existing characteristics of the 50 states; teachers retirement systems and selected state demographic variables? 2) What are the changes over a 15-year period of time of the 50 states; teacher retirement systems and selected state demographic variables? 3) What are the projected changes in the 50 teacher retirement systems? 4) What are the relationships between the following pairs of variables; a) change in retirement systems and change in state . variables, b) change in state variables and projected change in retirement systems, c) changes in retirement systems and projected changes in retirement systems, d) current retirement systems and projected change in retirement systems, and e) current demographic variables and projected changes in retirement systems? A survey instrument, designed to statistically explore the relationship of selected demographic characteristics with legislative changes in the 50 teacher retirement systems, over the fifteen-year period of time was administered nationally. The population for this study was the 50 state teacher retirement systems. Selected individuals representing systems were surveyed for specific factual information. The rate response from the 50 states was 100%. Statistical methods used to classify and summarize the numerical data were cross-tabulations and frequencies. Pearson r and Spearman Rho correlation statistics were used to determine relationships between pairs of variables. / Ed. D. / incomplete_metadata

The purpose of this study was to compare negotiated and non-negotiated salaries, salary-related benefits, and salary rankings of Tennessee K-12 instructional personnel, during the school year 1977-1978 through 1980-1981. An ancillary purpose was to determine what changes in those costs and rankings had occurred after the Education Professional Negotiations Act was implemented on January 1, 1979. A time-series design was used to historically describe and compare changes in the salaries, benefits, and rankings over a pre-contract era and a contract era. Average teachers' salaries, minimum state salaries, local supplements, retirement and social security, insurance, total basic costs, and average teacher's salary rankings were the variables compared between 34 sample contract and non-contract school districts of similar size (ADA enrollment) and wealth (total value assessment per pupil). It was concluded from principal findings that in the 34 Tennessee school districts: (1) Negotiations favored the average teacher's salary, (2) negotiations did not favor the average teacher's minimum state salary, (3) negotiations favored the average teacher's local supplement, (4) negotiations favored the average teacher's retirement and social security, (5) negotiations favored the average teacher's total basic cost, (6) negotiations favored the average teacher's paid insurance provisions, and (7) negotiations appeared to decentralize salary ranked school districts. Recommendations were brought forward from the study’s implications. / Ed. D.

The focus of this study was to determine the unique contribution to administrative salaries of the following criteria: gender, ethnicity, total years' experience in education, district years' experience in education, degrees held, per pupil expenditure, and school size. The sample was comprised of 1,866 administrators in 27 Texas suburban school districts with an Average Daily Attendance (ADA) over 10,000. The 1986-87 salaries of the following 11 administrative positions were analyzed using a multiple regression equation: deputy superintendent, assistant and associate superintendent, business officer, personnel officer, senior high principal and assistant principal, junior high principal and assistant principal, elementary principal and assistant principal.

Thesis (Ph. D.)--University of Hawaii at Manoa, 1996. / Includes bibliographical references (leaves 132-136). / Microfiche. / xiii, 136 leaves, bound 29 cm

The most important asset of any organization is its people (Danish & Usman, 2010). Whatever the market segment, they are the driving force behind creating and delivering on the organization’s strategic and financial objectives. The ability to attract, retain and motivate the necessary workforce, through use of financial rewards, is a main determinant in the degree to which these objectives are met (Fong & Tosi, 2007; Gomez- Mejia & Balkin, 1992b; Newman, Gerhart, & Milkovich, 2016). While there are many approaches to pay strategy, a key aspect, and the focus of this dissertation, is the market positioning of cash compensation. Specifically examined was the stated policy narrative of market positioning compared to actual pay practice. While compensation practices in the private sector have received significant research attention, much less focus has been given to pay in academia. This work seeks to address this apparent gap and extend our knowledge in this area. Utilizing faculty pay at Florida’s ten major public universities, this dissertation analyzes consistency between the narrative and practice at the levels of university, department, rank, size and region. The findings demonstrated a significant difference between pay and university but inconsistencies across all levels with the stated narrative. Additionally, the results indicate a widening gap between actual pay and the market average between the 2005- 2006 academic year to present. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2016. / FAU Electronic Theses and Dissertations Collection

Typescript, etc. / Digitized by Kansas State University Libraries

Made available in DSpace on 2015-12-03T18:35:24Z (GMT). No. of bitstreams: 1 Juliano Augusto Orsi de Araujo.pdf: 1607194 bytes, checksum: 437af69b3f75d539344632263a506a52 (MD5) Previous issue date: 2012-11-12 / The executive compensation, recently, attracted the attention of investors and society, specifically the episode \"millionaires bonus\" paid to American executives who received massive amounts of money, even presenting results unprofitable companies that country. However, a problem indeed studied in the finance literature is that of information asymmetry and the relationship between agent and principal. Normative Instruction 480 issued by the CVM which, among other norms, determined the disclosure of remuneration fixed, variable and equity-based components of members of senior management, statutory committees, audit, risk, finance, compensation, beyond the board and tax has made possible the disclosure of empirical studies on executive compensation and performance of companies present in the Brazilian stock market. The distinction of persons, owner and manager of a business is a natural tendency of the global economy in view of the possibility of having highly skilled people at the helm of a company qualified for the tasks assigned to it. Thus arises the agency problem and the problem of this research: there is a relationship between executive compensation and performance of Brazilian companies? Thus, the overall goal of the research was to determine whether there is a relationship between compensation paid to executives of Brazilian companies and the performance of these companies. Specific also aimed to present the composition of executive remuneration in Brazil, check if the variable compensation influences the outcome of Brazilian companies, identify and describe characteristics of such companies which size and sector differences between the average pay per sector, descriptive statistics about the remuneration in Brazil, to investigate the relationship between executive compensation and performance of Brazilian companies and present the literature that addresses the relationship between executive compensation and performance companies. We used panel data with the observation of fixed effects and random effects. The study showed a statistically significant positive between executive compensation and performance of Brazilian companies. Concluded that there is increased executive compensation when there is increasing return to shareholders for the year, in the previous year and second last year / A remunera????o de executivos atraiu nos ??ltimos anos a aten????o da sociedade e de investidores, mais especificamente o epis??dio de \"b??nus milion??rios\" pagos a executivos norte americanos que receberam volumosas somas em dinheiro, mesmo apresentando resultados deficit??rios ??s companhias daquele pa??s. N??o obstante, um problema deveras estudado na literatura de finan??as ?? o da assimetria de informa????o e a rela????o entre o agente e o principal. A Instru????o Normativa 480 publicada pela Comiss??o de Valores Mobiliarios que, entre outras normatiza????es, determinou a divulga????o de remunera????es fixa, vari??vel e baseada em a????es de membros de componentes da alta diretoria, comit??s estatut??rio, de auditoria, de risco, financeiro, de remunera????o, al??m do conselho de administra????o e fiscal, tornou poss??vel a evidencia????o emp??rica dos estudos sobre remunera????o executiva e desempenho de companhias presentes no mercado acion??rio brasileiro. A distin????o das pessoas do propriet??rio e do gestor de um neg??cio ?? uma tend??ncia natural da economia globalizada tendo em vista a possibilidade de se ter pessoas altamente capacitadas no comando de uma companhia, qualificadas para as fun????es que lhe s??o atribu??das. Assim surge o problema de ag??ncia e o problema desta pesquisa: existe rela????o entre remunera????o de executivos e o desempenho de companhias abertas brasileiras? Deste modo, o objetivo geral da pesquisa foi o de verificar se a remunera????o paga aos executivos de companhias abertas brasileiras ?? influenciada pelo desempenho destas empresas. Teve por objetivos espec??ficos tamb??m, apresentar a composi????o da remunera????o executiva no Brasil, verificar se a remunera????o vari??vel influencia no resultado das companhias brasileiras, identificar e descrever caracter??sticas das empresas tais quais tamanho e setor diferen??as entre a remunera????o m??dia por setor, estat??stica descritiva acerca da remunera????o no Brasil, investigar a rela????o existente entre a remunera????o de executivos e o desempenho das companhias abertas brasileiras e apresentar a literatura existente que aborde a rela????o entre remunera????o executiva e desempenho de companhias. Foram utilizadas dados em painel com a observa????o de efeitos fixos e efeitos aleat??rios. A pesquisa apresentou rela????o estatisticamente positiva e significativa entre a remunera????o executiva e desempenho de companhias abertas brasileiras. Concluiu que h?? aumento da remunera????o executiva quando h?? aumento do retorno para o acionista no exerc??cio, no exerc??cio imediatamente anterior e no segundo exerc??cio anterior

In essay two, I study top executive compensation and CEO turnover and their relationship to firm performance in business groups in China, using a sample of listed subsidiaries and their parent companies in China. The empirical results support the hypothesis that the pay-performance sensitivity of managerial compensation (CEO turnover) in a listed firm is positively (negatively) related to the accounting performance of its parent company. In addition, I find a stronger relationship between the compensation (turnover) in a listed subsidiary and the performance of its parent company when the controlling shareholder's ownership is high. Using related party transactions to proxy for the correlation between the two firms, I find that management compensation in a listed firm is related to the performance of its parent company if related party transactions exist between them. Using brand name as a proxy for reputation, I find that management compensation and CEO turnover in group firms are more likely to be sensitive to the performance measures in their parent companies if both use the same brand name. In conclusion, the association between the listed subsidiary and its parent company may affect the pay-for-performance sensitivity to a parent company. / Keywords: Communist Party of China (CPC), party secretary, performance; management compensation, business group, China / My dissertation includes two essays. In essay one, I investigate the party control in China's listed firms. Along with state shareholding and government administration, the third source of political control of Chinese listed firms is the Communist Party of China (CPC). Using a unique hand-collected dataset that includes the party secretaries' information for listed firms between 2000 and 2004, I examine the existence and power of the party secretaries in companies and their influence on performance. The party secretary is the leader of party committee and exercises the power of the CPC at firm-level. Power is assessed by whether the party secretary concurrently holds another key management position, such as chairman or CEO, thus allowing him or her to exert influence on the managerial decisions of the firm. I find that state-owned enterprises (SOEs) and firms with many employees are more likely to have a party secretary or a powerful party secretary than are other firms. Party secretaries are more likely to have political reliability but less professionalism than are CEOs or other senior managers. The existence of a party secretary is negatively associated with a firm's performance, but only in SOEs. Non-state firms with a party secretary are more likely to have senior managers with political connections, but less professionalism, but I find no such significant results for SOEs. The firms with a party secretary or a powerful party secretary have lower labor productivity than do other firms, especially in SOEs and in regions with high unemployment rates. Overall, the results of this study suggest that the CPC has great influence over listed firms in China and that this influence should not be neglected in Chinese studies. / Yu, Wei. / Adviser: P. H. Joseph Fan. / Source: Dissertation Abstracts International, Volume: 71-01, Section: A, page: 0239. / Thesis (Ph.D.)--Chinese University of Hong Kong, 2009. / Includes bibliographical references (leaves 86-88). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. Ann Arbor, MI : ProQuest Information and Learning Company, [200-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstracts in English and Chinese.

King II articulated in an open manner, issues of disclosure, transparency, comparator ren1lmeration packages and a robust approach to the paYment of con1pensation in relation to poorly performing directors. While directors owe fiduciary duties to the company (shareholders present and future), by paying themselves huge packages, they do no longer act in the best interests of the con1pany because awarding themselves exorbitant packages may frustrate their duty to maximise shareholder value. The solution is that their interests be linked to those of shareholders by requiring that their pay be linked to their performance. With the advent of corporate governance reforms, other stakeholder interests have to be taken cognisance of by directors in corporate decision Inaking. As such, a huge gap between the salaries of rank and file employees and those of executive directors is seen as a conscious move to ignore the interests of legitimate stakeholders when there is no compelling reason to do so. To try and align the interest of shareholders and directors, it is felt that more emphasis has to be placed on actively engaging shareholders and employees in the determination of executive remuneration. It is subn1itted that pay that is not linked to performance is a breach of fiduciary duties, in particular, duty to avoid conflict of interest. However, our common law and Companies Act 61 of 1973 fail imn1ensely to address concerns relating to excessive remuneration pay. In particular, the business judgment nl1e precludes minority shareholders taking action on the basis of wrongs committed against the company by virtue of pay not being linked to performance. Neither has the introduction of corporate governance reforms impacted heavily on setting executive remuneration. They have not proved effective in curbing fat cat pay. It is acknowledged that these reforms have ~rought about a profound impact on attitudes in the corporate environment. However, numerous deficiencies, particularly in the context of South Africa can be identified. This thesis serves as a means of establishing whether fron1 a legal perspective, following recent reforms, the negative impact of exorbitant remuneration pay is of such a serious nature as to warrant more stringent regulation in one form or the other. South Africa should consider revan1ping and tightening current legislation, which as submitted is lacking in a number of respects. As a strategy to eradicate exorbitant pay, it is submitted that directors fiduciary duties have to be revised and legislated in order to successfully establish directors wrongdoing. It is felt that legislative enactment may be made stronger by the fact that it may have stronger and sharper teeth and hence able to reach where self-regulated codes are weak. / Thesis (LL.M.)-University of Natal, Durban, 2003.