Compensation Performance Research Articles

Does hometown connection between chairmen and CEOs improve compensation–performance sensitivity in China?

Based on a the micro dataset set of private Chinese-listed companies, this study examines the in detail the impact of hometown connections between chief executive officers (CEOs) and chairmen on CEO compensation–performance sensitivity. The empirical results suggest that a hometown connection prompts both the chairman and the CEO to pay more attention to their reputations, which improves CEO compensation–performance sensitivity. This hometown effect is more pronounced when the hometown culture is strong and the degree of marketization is high. The mechanism test reveals that an externally hierd CEO strengthens the influence of a hometown connection on CEO compensation–performance sensitivity, however, this influence weakens with increasing CEO tenure. Overall, this study enriches the literature on informal institutions and compensation contracts and provides valuable insights for company managers and policymakers in emerging markets.

Hubungan Kepemimpinan, Kompensasi dan Kompetensi terhadap Kinerja Pegawai Toserba Yogya Sukabumi

This research is intended to evaluate and measure the relationship of leadership, compensation, and competency with performance. The research object is health agency in Sukabumi, West Java. There are 95 persons as staffs onhealth agency.Respondents were recruited from this population using stratified random sampling. As variables are latent in nature,questionnaire was used as research instrument. Further, data collected was analyzed using regression equation by deployed SPSS (Statistical Package for Social Science)software. Result indicates that leadership, competency, and compensation aresignificantly influence staff performance. The correlation of leadership with staff performance is 0.102. The correlationbetween compensation and staff performance is 0.104. And the last, the correlation between competency and staff performance is 0.13. It is also shown that leadership, compensation, and competency can explain staff performance variation as much as 48.8%.

Hubungan Kepemimpinan, Kompensasi dan Kompetensi terhadap Kinerja Pegawai Toserba Yogya Sukabumi

This research is intended to evaluate and measure the relationship of leadership, compensation, and competency with performance. The research object is health agency in Sukabumi, West Java. There are 95 persons as staffs onhealth agency.Respondents were recruited from this population using stratified random sampling. As variables are latent in nature,questionnaire was used as research instrument. Further, data collected was analyzed using regression equation by deployed SPSS (Statistical Package for Social Science)software. Result indicates that leadership, competency, and compensation aresignificantly influence staff performance. The correlation of leadership with staff performance is 0.102. The correlationbetween compensation and staff performance is 0.104. And the last, the correlation between competency and staff performance is 0.13. It is also shown that leadership, compensation, and competency can explain staff performance variation as much as 48.8%.

Role of Work Satisfaction as Mediating Variable in Relationship Between Organizational Commitment, Compensation and Employee Performance in Porcelain Industry

The objectives to be achieved in this study are to identify and analyze the effect of organizational commitment, job satisfaction and compensation on employee performance and to analyze the effect of compensation and organizational commitment on employee performance in the porcelain industry. Total population of 120 employees. Time of research conducted by researchers for 3 months. The research was conducted from March to May 2022. The data obtained from the results of the questionnaires will then be processed and analyzed with the aim of turning the data into information. Data processing and analysis was carried out using the SPSS version 23 program. The data analysis method used was multiple linear regression method. The result of the study is that organizational commitment has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on employee performance. Organizational commitment and compensation simultaneously have a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on employee performance. Compensation has a positive and significant effect on job satisfaction. Organizational commitment has a positive and significant effect on job satisfaction. Organizational commitment and compensation simultaneously have a positive and significant effect on employee performance through job satisfaction.

THE INFLUENCE OF COMPENSATION, WORK ENVIRONMENT AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE AT PT. BANK SUMUT BRANCH OF SIPIROK

This study aims to determine how compensation, work environment, and work discipline influence employee performance at PT. Bank Sumut in Sipirok Branch Office. This research uses quantitative research methods with an associative approach. The population in this study were employees of PT. Bank Sumut in Sipirok Branch Office which has a total of 20 people. Sample collection technique with census sampling model / total sampling, the number of samples was 20 respondents. Data collection method questionnaire method measured using a likert scale. The analytical methods used in this study are instrument test, classical assumption test, multiple linear regression analysis and hypothesis test using SPSS. The results showed that the compensation variable had a positive and significant effect on employee performance as evidenced by tstatistic of 3,606 > 1,74588 with a significance level of 0,000 < 0,05. The work environment has a positive effect on employee performance as evidenced by tstatistic of 4.029 > 1.74588 with a significance level of 0,001 < 0,05. Work discipline has a positive and significant effect as evidenced by a fstatistic value of 4,416 > 1,74588 with a significance level of 0,000 < 0,05. Compensation, work environment, and work discipline together have a positive and significant effect on employee performance as evidenced by the results of the simultaneous significance test Fstatistic of 40,477 > Ftable 3,239. In the calculation of the coefficient of determination, a result of 0,884 was obtained, which means that the independent variable affects the dependent variable by 88,4%. The remaining 11,6% was explained by other unknown variables in the study.

Children endorse deterrence motivations for third-party punishment but derive higher enjoyment from compensating victims

Children’s punishment behavior may be driven by both retribution and deterrence, but the potential primacy of either motive is unknown. Moreover, children’s punishment enjoyment and compensation enjoyment have never been directly contrasted. Here, British, Colombian, and Italian 7- to 11-year-old children (N = 123) operated a Justice System in which they viewed different moral transgressions in Minecraft, a globally popular video game, either face-to-face with an experimenter or over the internet. Children could respond to transgressions by punishing transgressors and compensating victims. The purpose of the system was framed in terms of retribution, deterrence, or compensation between participants. Children’s performance, endorsement, and enjoyment of punishment and compensation were measured, along with their endorsement of retribution versus deterrence as punishment justifications, during and/or after justice administration. Children overwhelmingly endorsed deterrence over retribution as their punishment justification irrespective of age. When asked to reproduce the presented frame in their own words, children more reliably reproduced the deterrence frame rather than the retribution frame. Punishment enjoyment decreased while compensation enjoyment increased over time. Despite enjoying compensation more, children preferentially endorsed punishment over compensation, especially with increasing age and transgression severity. Reported deterrent justifications, superior reproduction of deterrence framing, lower enjoyment of punishment than of compensation, and higher endorsement of punishment over compensation together suggest that children felt that they ought to mete out punishment as a means to deter future transgressions. Face-to-face and internet-mediated responses were not distinguishable, supporting a route to social psychology research with primary school-aged children unable to physically visit labs.

Photonic-Assisted Scheme for Simultaneous Self-Interference Cancellation, Fiber Dispersion Immunity, and High-Efficiency Harmonic Down-Conversion.

A photonic approach to the cancellation of self-interference in the optical domain with fiber dispersion immunity and harmonic frequency down-conversion function is proposed based on an integrated, dual-parallel, dual-drive Mach-Zehnder modulator (DP-DMZM). A dual-drive Mach-Zehnder modulator (DMZM) is used as an optical interference canceller, which cancels the self-interference from the impaired signal before fiber transmission to avoid the effect of fiber transmission on the cancellation performance. Another DMZM is used to provide carrier-suppressed, local-oscillation (LO)-modulated, high-order double optical sidebands for harmonic frequency down-conversion to release the strict demand for high-frequency LO sources. By regulating the DC bias of the main modulator, the signal of interest (SOI) can be down-converted to the intermediated frequency (IF) band after photoelectric conversion with improved frequency-conversion efficiency, immunity to the fiber-dispersion-induced power-fading (DIPF) effect, and effective signal recovery. Theoretical analyses and simulation results show that the desired SOI in the X and K bands with a bandwidth of 500 MHz and different modulation formats can be down-converted to the IF frequency. The self-interference noise with the 2 GHz bandwidth is canceled, and successful signal recovery is achieved after a 10 km fiber transmission. The recovery performance of down-converted signals and the self-interference cancellation depth under different interference-to-signal ratios (ISRs) is also investigated. In addition, the compensation performance of DIPF is verified, and a 6 dB improvement in frequency conversion gain is obtained compared with previous work. The proposed scheme is compact, cost-effective, and thus superior in wideband self-interference cancellation, long-range signal transmission, and effective recovery of weak desired signals.

Impact of directors’ remuneration on banks’ performance: Evidence in the US banking system

This paper explores the relationship between board director compensation and bank performance for the period 1999–2021, considering the US banking system. The literature in this area with reference to financial companies and banks is poorly developed and leads to mixed results. Furthermore, the studies have mainly focused on the remuneration of the chief executive officer (CEO), neglecting that of the board members (Minnick et al., 2011; Khumalo & Masenge, 2015; Iskandrani et al., 2018). The scientific analysis methodology adopted is based on the analysis of panel data. Firstly, the results of the data analysis make it possible to highlight the existence of a significant link between the remuneration policies adopted by banks concerning the corporate results obtained in terms of profitability. Secondly, the results show differences, in terms of impact on banking performance, between the remuneration of chief executive officers and the remuneration of directors. The results of this study can help banks identify best practices for bank management as well as provide useful insights to different categories of stakeholders, especially the bank regulators and supervisors

Dual-space configuration synthesis method for rigid-flexible coupled cable-driven parallel mechanisms

As wave motion compensation devices, rigid-flexible coupled cable-driven parallel mechanisms composed of cables and rigid rods can ensure the safety of cargo transportation. Therefore, a dual-space configuration synthesis method for rigid-flexible coupled cable-driven parallel mechanisms is proposed to synthesise configurations with high load-carrying and anti-sway functions. Anti-sway substructures are proposed to reveal the essence of rigid-flexible coupled structures with anti-sway functions. An equivalent rigid-body method and branch distribution constraints are presented to construct the anti-sway substructures and offer iterative conditions for the dual-space configuration synthesis method. Then, thirty-two types of configurations for rigid-flexible coupled cable-driven parallel mechanisms are synthesised through the dual-space configuration synthesis method. Finally, compensation performance evaluation and experimental results for wave motion compensation devices verify the feasibility of the dual-space configuration synthesis method.

PENGARUH KEPEMIMPINAN DAN KOMPENSASI TERHADAP KINERJA KARYAWAN CV MANDIRI BAJA MULIA MELALUI MOTIVASI KARYAWAN SEBAGAI VARIABEL INTERVENING

Abstract: This study aims to analyze the effect of leadership and compensation on employee performance with motivation as an intervening variable at CV. Mandiri Baja Mulia In this study there were four variables, namely Leadership (X1), Compensation (X2), Motivation (Z), and Employee Performance (Y). The sample in this study was 50 employees of CV. Noble Steel Mandiri. The data analysis technique used is Partial Least Square Structural Equation Model with the help of SmartPLS version 3.0 software. Data collection techniques with questionnaires. The results of this study indicate that 1.) leadership has no significant effect on motivation, 2.) leadership has a significant effect on employee performance, 3.) compensation has a significant effect on motivation, 4.) compensation has no significant effect on employee performance, 5.) motivation significant effect on employee performance, and 6.) motivation does not have a mediating role in this study.Keywords : Leadership, compensation, motivation, employee performance

A static balancing mechanism with continuously variable payload capacity for space docking simulation

In this paper, a novel static balancing mechanism is presented to realize gravity compensation in the application of the space docking simulation. By optimizing the relative positions of the compensation pulley block and suspension pulley block, the proposed gravity balancing device achieves static balance in geometry and hence is applicable to continuous variable payload environments. The static balancing mechanism is developed firstly, and its design philosophy is described in detail. By adopting the genetic algorithm (GA) and steepest descent method (SDM) simultaneously, the optimal structural configuration with small trajectory fluctuation in the direction of gravity is obtained. Furthermore, the effect of structural parameters on gravity compensation performance is evaluated. Experimental results and error analysis demonstrate the gravity balancing capability, which indicates the rationality and effectiveness of the proposed device in the space docking condition.

Executive Compensation and Bank Performance in Nigeria

This study provides empirical evidence on executive compensation and bank performance. The objective of this study is to examine the influence director compensation, CEO compensation, chairman’s compensation and CEO ownership on bank performance. This study employed a quantitative and longitudinal research design in which secondary data were collected from the quoted banks in the Nigeria Stock Exchange from 2012 to 2016. Multiple regression technique, descriptive statistic, Pearson correlation matrix, Variance Inflation Factor for multicollinearity and Breusch-Pagan-Godfrey Heteroskedasticity test for heteroskedasticity in the regression results the data analysis are performed using EViews 8.0 econometric software. The empirical results show that director compensation has a negative and insignificant influence on bank performance measured by return on equity, CEO compensation has a positive and a significant influence on bank performance, chairman compensation has a negative and a significant influence on bank performance, CEO ownership has a positive and insignificant influence on bank performance while the control variable, firm size has positive and insignificant influence on bank performance. The study recommended that quoted companies in Nigeria should be more concern of CEO ownership and compensation as it had a negative impact on the performance of the organization. The study recommends that quoted banks in Nigeria should be more concern of chairman’s compensation due to it negative influence on bank performance. The study also suggests that remuneration drive CEO motivation to enhance performance.

Li2Cu0.1Ni0.9O2 with Copper Substitution: A New Cathode Prelithiation Additive for Lithium-Ion Batteries

Li2NiO2 cathode prelithiation additive has been successfully applied to compensate the initial capacity loss (ICL) in Li-ion batteries (LIBs) industry due to its facile feasibility. However, it suffers from inferior lithium compensation properties during the first cycle. Herein, we report a Cu-substituted Li2Cu0.1Ni0.9O2 to address this issue. As a new cathode prelithiation additive, Li2Cu0.1Ni0.9O2 reveals considerably promoted lithium compensation performances: an enhanced initial charge capacity of 465 mAh g–1 and a reversible discharge capacity of 139.6 mAh g–1 are obtained; Li2Cu0.1Ni0.9O2 delivers an irreversible capacity of 325.4 mAh g–1, which can effectively offset the ICL. When applied in the cathode side of a graphite/NCM811 full-cell, an exceptional initial charge capacity (277.3 mAh g–1) and discharge capacity (186.5 mAh g–1) can be achieved. This work provides a new prospect for cathode prelithiation additives for next-generation LIBs.

Input-Output-Improved Reservoir Computing Based on Duffing Resonator Processing Dynamic Temperature Compensation for MEMS Resonant Accelerometer.

An MEMS resonant accelerometer is a temperature-sensitive device because temperature change affects the intrinsic resonant frequency of the inner silicon beam. Most classic temperature compensation methods, such as algorithm modeling and structure design, have large errors under rapid temperature changing due to the hysteresis of the temperature response of the accelerometer. To address this issue, we propose a novel reservoir computing (RC) structure based on a nonlinear silicon resonator, which is specifically improved for predicting dynamic information that is referred to as the input-output-improved reservoir computing (IOI-RC) algorithm. It combines the polynomial fitting with the RC on the input data mapping ensuring that the system always resides in the rich nonlinear state. Meanwhile, the output layer is also optimized by vector concatenation operation for higher memory capacity. Therefore, the new system has better performance in dynamic temperature compensation. In addition, the method is real-time, with easy hardware implementation that can be integrated with MEMS sensors. The experiment's result showed a 93% improvement in IOI-RC compared to raw data in a temperature range of -20-60 °C. The study confirmed the feasibility of RC in realizing dynamic temperature compensation precisely, which provides a potential real-time online temperature compensation method and a sensor system with edge computing.

Executives’ financial experience and myopic marketing management: A myopic loss-aversion perspective

This study investigates how executives’ financial experience (EFE) impacts myopic marketing management (MMM) from a myopic loss aversion (MLA) perspective and ways to mitigate the strategic bias induced by personal cognitive bias. It discovers that executives with financial sector working experience and educational experience are positively associated with a propensity toward MLA, which positively impacts MMM. By introducing compensation incentives, capital market, and performance pressures as moderators, this study reveals positive moderating impacts and identifies the theoretical mechanism of MLA. Finally, it explores debiasing strategies and finds that the myopic marketing strategy caused by the MLA from executives with financial experience, can be corrected by equity incentives, the top management team’s marketing power, and marketing capabilities. These findings contribute to the current literature on formulating marketing strategies and MMM. They also provide expanded implications from the MLA perspective while integrating behavioral theory into marketing strategies and offer some managerial suggestions.

Managerial compensation and firm performance: The moderating role of managerial ownership and other governance factors

AbstractThis study looks at how executive compensation affects firm value and the extent to which this relationship is sensitive to managerial ownership and corporate governance factors. We use data from UK FTSE 100 firms for the period 2007–2012, generating a total of 578 firm‐year observations. Consistent with optimal compensation theory, we find that the managerial compensation –firm value is more sensitive to executives’ ownership levels and other corporate governance indicators. Our results remain robust to alternative econometric models. We contribute to the literature on corporate governance and firm value . While the paper builds on the executive bonus compensation literature, it also furthers our understanding on the extent to which managerial ownership, institutional ownership, board size and non‐executive ownership matter in the executive bonus compensation—corporate value relationship with specific emphasis on UK FTSE 100 firms. Our second contribution is related to the moderating role of managerial (executive) ownership. We show that as executives residual interests go up, managers become more conscious of the firm's idiosyncratic risk, and hence lessen their aggressive investment and financing strategies culminating in lower firm value.

The Effects of Transformational Leadership on Commitment, Motivation, Compensation and Employee Performance of Local Water Supply Companies in Timor Tengah Selatan Regency Indonesia

This research is motivated by the contradictions contained in organizational theory and empirical findings of previous research on the effect of transformational leadership on organizational commitment, employee motivation, compensation, employee performance. The purpose of this research is to examine and explain the effect of transformational leadership on organizational commitment, employee motivation, employee compensation and performance. The method in this research is a quantitative approach with explanatory research. The analysis technique uses Smart PLS 3. Sample data were obtained from 40 respondents as employees at the Regional Drinking Water Company in Timor Tengah Selatan Regency. The findings of this study are that transformational leadership has a positive and significant effect on organizational commitment, employee motivation, compensation and employee performance. Organizational commitment has a positive and significant effect on motivation. Employee motivation has a positive and significant effect on compensation. Compensation has a positive effect and is significant to employee performance. This study concludes that the variables of transformational leadership, organizational commitment, employee motivation, reasonable compensation have an important role in improving employee performance which excels in achieving organizational goals as a common goal. Therefore, it is necessary to get attention from policy makers to consider these variables.

Directors’ compensation and firm performance in pharmaceuticals, chemicals and paper industry of Bangladesh

Theories working in the developed world sometimes fail to prove their accuracy in the developing world. So, researchers study these theories based on various countries, on different timelines as the real world is not so straight forward as theories & assumptions. In Bangladesh, very little work has been done regarding the effect of directors’ compensation on firm performance. So, this study has been undertaken to examine the relationship between these two. To test the theory a model comprising the age of the firm, log value of its assets, total asset turnover, firm size, and firm performance was developed. Using a sample of 38 listed firms of DSE from the Pharmaceutical & Chemical and Paper & Printing Industry as per the DSE website fixed-effect model & random effect model was run on the data from 2015 to 2021. And as the Hausman test suggested, the fixed-effect model is chosen to be more fit for BEP (Basic Earning Power). The focus of the study was the impact of directors’ compensation on firm performance. According to the analysis, it showed a negative correlation between directors’ compensation and firm performance. Firm size and asset turnover ratio have moderately positive correlation to the firm’s performance. On the other hand, board independence holds an opposite relation. It was also found that the firm’s age and board size have little to no correlation to the firm’s performance.

A Viscoelastic Compensator for Force Sensors With Soft Materials

Model-based compensators have been widely applied in force sensors with soft materials to eliminate viscoelasticity that causes creep output, slow dynamic response, and limits the performance of the sensors. However, the lack of accurate characterization of high-order viscoelasticity and the high computational complexity restricts the performance and application of existing methods. For the above problem, we propose a first-order Volterra grey box model-based viscoelastic compensator for force sensors with soft materials. First, the measurement mechanism of the soft-material-based force sensor is analyzed, and a grey box model for accurately characterizing the high-order linear viscoelasticity by the first-order Volterra series is proposed, without needing high-order spring-damping parameters and their exponential operations. Then, the high-order viscoelasticity compensator is designed and directly linearly fitted with the variation of the historical output, which avoids the computational complexity of the high-order creep compliance and its exponential parameters fitting. Finally, the proposed method is verified with a self-developed soft-material-based capacitive force sensor. The real-time experimental results show that, compared with existing methods, the proposed compensator not only has better compensation performance, but also has a shorter calculation time for force sensors with soft materials.

Robust Ship Berthing Control with Wind Disturbance Compensation using Reachability Analysis

Automatic ship berthing under environmental disturbances is considered one of the most challenging control tasks. In particular, wind is a dominant disturbance that greatly impacts ships’ berthing operations. Feedforward control with disturbance observation is a common strategy to compensate for wind effects, however the disturbance observation is limited to mild low-frequency disturbances. Its prediction accuracy and the resultant control performance of wind-effect compensation degrade in severe wind conditions. This study proposes a new control strategy for wind compensation based on the reachable set reflecting the characteristics of the controller and bounded wind disturbance. State feedback linearization is used for berthing control and zonotope sets are employed for reachability analysis. Simulation results are presented to demonstrate the proposed wind compensation method's feasibility and performance.