Open Access. Powered by Scholars. Published by Universities.®
- Discipline
-
- Applied Ethics (6)
- Arts and Humanities (6)
- Business Law, Public Responsibility, and Ethics (6)
- Philosophy (6)
- Business Administration, Management, and Operations (5)
-
- Social and Behavioral Sciences (5)
- Economics (3)
- Labor Economics (3)
- Performance Management (3)
- Sports Studies (3)
- Ethics and Political Philosophy (2)
- Finance and Financial Management (2)
- Sports Management (2)
- Training and Development (2)
- Business Organizations Law (1)
- Industrial Organization (1)
- Industrial and Organizational Psychology (1)
- Law (1)
- Leadership Studies (1)
- Organizational Behavior and Theory (1)
- Psychology (1)
- Recreation Business (1)
- Strategic Management Policy (1)
- Tourism and Travel (1)
- Institution
- Publication Year
- Publication
-
- Philosophy Faculty Publications (6)
- Business and Economics Honors Papers (2)
- School of Business: Faculty Publications and Other Works (2)
- Business Review (1)
- Business and Economics Faculty Publications (1)
-
- College of Business Theses and Dissertations (1)
- Doctoral Dissertations (1)
- Economics Department Working Papers (1)
- Economics Faculty Publications (1)
- Finance Undergraduate Honors Theses (1)
- Graduate Student Research Papers (1)
- The Journal of Business, Entrepreneurship & the Law (1)
- Theses and Dissertations (1)
- Theses and Dissertations in Business Administration (1)
- Theses, Dissertations and Capstones (1)
- Publication Type
Articles 1 - 22 of 22
Full-Text Articles in Benefits and Compensation
2023 Community Bank Case Study Competition, Joseph Kelly
2023 Community Bank Case Study Competition, Joseph Kelly
Finance Undergraduate Honors Theses
We studied a community bank in Danville, Arkansas named Chambers Bank. This was part of a 2023 Community Bank Case Study Competition, which illustrated the financial analysis, staffing, and training of the bank. We learned about technology implemented into the bank, and how the bank works with customers locally to ensure the best quality care.
Assessing The Impact Of Human Resource Management (Hrm) Practices On Organizational Commitment: An Examination Of The Role Of Temporal Focus, Monty Clint Taylor
Assessing The Impact Of Human Resource Management (Hrm) Practices On Organizational Commitment: An Examination Of The Role Of Temporal Focus, Monty Clint Taylor
Theses, Dissertations and Capstones
This study explores how organizational commitment is associated with employee satisfaction regarding the human resource management (HRM) practices of training/development and compensation. Drawing on Affective Events Theory (AET), this research also examines the role of past temporal focus as a moderating variable of the proposed relationships. During times of historically low unemployment rates below 4% in the United States (U.S. Bureau of Labor Statistics, 2024), organizations face major challenges in hiring and retaining employees to fill existing job vacancies (Conklin, 2022). Overall organizational stability (i.e., productivity and financial capabilities) is maintained when skilled employees are successfully recruited and trained as …
A Human Capital Approach To Pay Disparity, Kay Howell
A Human Capital Approach To Pay Disparity, Kay Howell
College of Business Theses and Dissertations
No abstract provided.
University President Compensation: A Complex Examination Of Its Determinants And Consequences, Sheila Keener
University President Compensation: A Complex Examination Of Its Determinants And Consequences, Sheila Keener
Theses and Dissertations
This dissertation examined the controversy surrounding the high levels of compensation paid to university presidents. To do this, the first half of this dissertation includes a systematic review of the existing literature regarding the relation between university performance and university president compensation in nonprofit universities. The second half of this dissertation attempts to replicate the findings from the systematic review with more current data. Several gaps identified in the literature, including the effects of analyzing specific compensation components, the effect of university president compensation on subsequent university performance, potential nonlinear relations, and how relations between university performance and university president …
"Flaw-Backs:" Executive Compensation Clawbacks And Their Costly Flaw, Connor Douglas Maag
"Flaw-Backs:" Executive Compensation Clawbacks And Their Costly Flaw, Connor Douglas Maag
The Journal of Business, Entrepreneurship & the Law
Saving money should not be expensive. Compensation “clawbacks” are a legal mechanism for companies to reclaim employee compensation, but the legislative framework is complex and disorganized. There are four primary federal claw-back provisions: Sarbanes-Oxley § 304, Dodd-Frank § 954, 12 U.S.C.A. § 5221(TARP), and Dodd-Frank § 956—as well as voluntary contractual clawback policies. This comment untangles the web of clawback legislation by overlaying each clawback mechanism to extract a single, clear, and concise description of executive compensation clawbacks, called the “Comprehensive Clawback Coverage.” The Comprehensive Clawback Coverage reveals a major flaw in the legal and regulatory framework: clawbacks increase agency …
Beyond Moneyball: Changing Compensation In Mlb, Joshua Congdon-Hohman, Jonathan A. Lanning
Beyond Moneyball: Changing Compensation In Mlb, Joshua Congdon-Hohman, Jonathan A. Lanning
Economics Department Working Papers
This study examines the changes in player compensation in Major League Baseball during the last three decades. Specifically, we examine the extent to which recently documented changes in players’ compensation structure based on certain types of productivity fits in with the longer term trends in compensation, and identify the value of specific output activities in different time periods. We examine free agent contracts in three-year periods across three decades and find changes to which players’ performance measures are significantly rewarded in free agency. We find evidence that the compensation strategies of baseball teams increased the rewards to “power” statistics like …
Is 'Equal Pay For Equal Work' Merely A Principle Of Nondiscrimination?, Jeffrey Moriarty
Is 'Equal Pay For Equal Work' Merely A Principle Of Nondiscrimination?, Jeffrey Moriarty
Philosophy Faculty Publications
Should people who perform equal work receive equal pay? Most would say ‘yes’, at least insofar as this question is understood to be asking whether employers should be permitted to discriminate against employees on the basis of race or sex. But suppose the employees belong to all of the same traditionally protected groups. Is (what I call) nondiscriminatory unequal pay for equal work wrong? Drawing an analogy with price discrimination, I argue that it is not intrinsically wrong, but it can be deceptive, in which case it is wrong.
Pay And Time Of Day, Kevin F. Hallock
Pay And Time Of Day, Kevin F. Hallock
Economics Faculty Publications
Is when we work an important part of total rewards? Total rewards are important to workers and organizations.
Compensation Ethics And Organizational Commitment, Jeffrey Moriarty
Compensation Ethics And Organizational Commitment, Jeffrey Moriarty
Philosophy Faculty Publications
If an employee is committed to his firm – if he is “attached” or “bound” to it – then his firm may be able to obtain a discount on his labor. This paper asks: Is it wrong for firms to do so? If we understand just or fair pay solely in terms of voluntary agreements between employers and employees, the answer seems to be ‘no’. Against this, I argue that, in some cases, it is ‘yes’. In particular, it is wrong for firms to try to obtain discounts on their committed employees’ labor when their employees reasonably expect that they …
The Power Of One: Effects Of Ceo Duality On Compensation Committee Quality And Ceo Compensation, Cindy K. Harris, Carol C. Cirka, Eric Farris
The Power Of One: Effects Of Ceo Duality On Compensation Committee Quality And Ceo Compensation, Cindy K. Harris, Carol C. Cirka, Eric Farris
Business and Economics Faculty Publications
This paper contributes to the corporate governance literature by focusing on how Chief Executive Officer (“CEO”) duality and compensation committee quality are related to CEO compensation in the period since passage of the Sarbanes Oxley Act (“SOX”). Unlike research prior to SOX that focused chiefly on committee members’ independence, we measure compensation committee quality in two ways. We consider the average number of board directorships held by compensation committee members as well as the proportion of committee members with prior or current CEO duality experience. We introduce the latter variable as a new measure of quality as it has not …
The Look Of The Line: An Empirical Investigation Of The Impacts Of Facial Symmetry On Salary Levels Of Offensive Linemen In The Nfl, Kristen Wampole
The Look Of The Line: An Empirical Investigation Of The Impacts Of Facial Symmetry On Salary Levels Of Offensive Linemen In The Nfl, Kristen Wampole
Business and Economics Honors Papers
Evaluation of a professional athlete's performance for the purposes of compensation determination is difficult, especially when decision making may not follow the expected "instrumental rationality." This paper will look to examine the factors, both productive and non-productive, impacting an Offensive Lineman's salary in the NFL. The purpose of this study is to determine whether an offensive lineman's salary is based on productive characteristics adhering to instrumental rationality, or whether the influence of non-productive characteristics influence salary as ultimately determined by team management. Results indicate that players within the tackle position with earning salaries in the seventy-fifth percentile gain additional benefits …
Justice In Compensation: A Defense, Jeffrey Moriarty
Justice In Compensation: A Defense, Jeffrey Moriarty
Philosophy Faculty Publications
Business ethicists have written much about ethical issues in employment. Except for a handful of articles on the very high pay of chief executive officers and the very low pay of workers in overseas sweatshops, however, little has been written about the ethics of compensation. This is prima facie strange. Workers care about their pay, and they think about it in normative terms. This article's purpose is to consider whether business ethicists' neglect of the normative aspects of compensation is justified. I examine several possible justifications for neglecting compensation and show that they fail. What remains is a case for …
Cultural Context And Its Affect On Management Practices In Organizations - A Special Focus Of Compensation Practices, Shandana Shuaib
Cultural Context And Its Affect On Management Practices In Organizations - A Special Focus Of Compensation Practices, Shandana Shuaib
Business Review
Management practices are carried out in organizations which operate in some sort of environment. The environment is basically divided into two types: internal environment and external environment. In both these environments culture constitutes the main part. Thus, in order to fully comprehend the management practices in organizations it is utmost necessary to understand the cultural context of that society in which it operates. Many management practices if enforced without taking into consideration its cultural context may not yield the expected results. Similarly a management practice which might be very effective in one culture may not be so in another cultural …
Does Distributive Justice Pay? Sternberg’S Compensation Ethics, Jeffrey Moriarty
Does Distributive Justice Pay? Sternberg’S Compensation Ethics, Jeffrey Moriarty
Philosophy Faculty Publications
Compensation has received a great deal of attention from social scientists. Characteristically, they have been concerned with the causes and effects of various compensation schemes. By contrast, few theorists have addressed the normative aspects of compensation. An exception is Elaine Sternberg, who offers in Just Business a comprehensive theory of compensation ethics. This paper critically examines her theory, and argues that the justification she gives for it fails. Its failure is instructive, however. The main argument Sternberg gives for her theory points in the direction of a different one. This, in turns, helps us to see what a justification of …
Stats Or Studs: Does It Pay To Be Good Looking? The Economic Impact Of Lookism, Lisle O'Neill
Stats Or Studs: Does It Pay To Be Good Looking? The Economic Impact Of Lookism, Lisle O'Neill
Business and Economics Honors Papers
“Beauty is in the eye of the beholder” is a phrase that exemplifies the subjectivity of attractiveness. In recent years, researchers in the fields of economics, sociology, and anaplasty have used symmetry analysis in an attempt to make beauty an objective issue. People characterized by greater facial symmetry, as defined by exhibiting balanced lateral proportions, are considered to be more attractive. Furthermore, labor economists, such as Hamermesh and Biddle (1994), suggest a wage premium for more attractive individuals, however, the measure of attractiveness was not based on symmetry. This study examines the effect of NFL quarterbacks' attractiveness on …
How Much Compensation Can Ceos Permissibly Accept?, Jeffrey Moriarty
How Much Compensation Can Ceos Permissibly Accept?, Jeffrey Moriarty
Philosophy Faculty Publications
Debates about the ethics of executive compensation are dominated by familiar themes. Many writers consider whether the amount of pay CEOs receive is too large – relative to firm performance, foreign CEO pay, or employee pay. Many others consider whether the process by which CEOs are paid is compromised by weak or self-serving boards of directors. This paper examines the issue from a new perspective. I focus on the duties executives themselves have with respect to their own compensation. I argue that CEOs’ fiduciary duties place a moral limit on how much compensation they can accept, and hence seek in …
Deserving Jobs, Deserving Wages, Jeffrey Moriarty
Deserving Jobs, Deserving Wages, Jeffrey Moriarty
Philosophy Faculty Publications
This chapter applies recent work on desert to two sets of issues in business ethics. The first set of issues concerns who ought to be hired, fired, promoted, and demoted. Call these issues of “job justice.” The second set of issues concerns how much workers, including managers, ought to be paid. Call these issues of “wage justice.” I focus on job and wage justice because considerations of desert play an important, though sometimes tacit, role in discussions of these issues.
Attitudes Related To Ceo Compensation, Donald S. White
Attitudes Related To Ceo Compensation, Donald S. White
Doctoral Dissertations
This dissertation examines attitudes of individuals related to Chief Executive Officer (CEO) compensation within the context of interactions between organizational variables (level of employee pay, firm performance, and corporate social responsibility) and individual-level variables (equity sensitivity, race similarity to CEO, and respondent's pay). Vignettes (see Appendix A) were created in which respondents will have an opportunity to express their opinions on the distributive justice of CEO pay. The CEOs presented in the vignettes represented non-specific companies and had the same level of high total compensation. The respondents provided opinions of CEO pay and information about their own pay on a …
The Future Of Compensation Professionals: According To Your Colleagues, Barbara Manny, Thomas Mcmullen, Richard S. Sperling, Dow Scott
The Future Of Compensation Professionals: According To Your Colleagues, Barbara Manny, Thomas Mcmullen, Richard S. Sperling, Dow Scott
School of Business: Faculty Publications and Other Works
As Bob Dylan sang, “The times they are a changing.” With opportunities to be more involved in major business decisions, compensation professionals have been asked to solve more difficult problems and face more difficult challenges. In turn, the profession needs to be able to step out of the comfort zone and be ready to seize these opportunities. From a survey of compensation professionals, it has become clear they feel their roles in the organization’s strategic business plans are growing. Only time will tell if compensation professionals’ perceptions will become reality. In May 2005, the authors conducted a survey to find …
In The Hands Of Employees, Dow Scott, Mark Reilly, John Andrzejewski
In The Hands Of Employees, Dow Scott, Mark Reilly, John Andrzejewski
School of Business: Faculty Publications and Other Works
With the recent controversy surrounding employee ownership, one privately held company has held fast to the same rule for nearly 50 years: Keep it simple, and keep it in employees' hands.
Determinants Of Ceo Pay: A Critical Assessment, W. Otto Carroll
Determinants Of Ceo Pay: A Critical Assessment, W. Otto Carroll
Theses and Dissertations in Business Administration
This research expands the study of determinants of CEO pay. Previous studies have found conflicting results regarding the importance of firm size and firm performance in influencing the amount of CEO compensation. Other studies are incomplete with respect to the measurement of both executive pay and its determinants. Traditional theories of executive compensation such as equity theory, expectancy theory, human capital and labor market theory provide the starting point for determinants of CEO pay. However, to more fully understand these determinants, the model includes a test of agency theory showing the relationship between board control and pay. It tests the …
A Suggested Procedure For Forming A Salary Schedule, Alfred George Knutson
A Suggested Procedure For Forming A Salary Schedule, Alfred George Knutson
Graduate Student Research Papers
It was the purpose of this study (1) to state the functions of a salary committee, (2) to list and describe the types of salary schedules most frequently used, and (3) to present provisions that may be included in an adequate salary schedule.