Extending the Managerial Power Theory of Executive Pay: A Cross National Test

Contextual factors are typically neglected in both theorizing and empirical tests on executive pay. The fast majority of empirical investigations use data from U.S. based firms. Theoretical implications are typically developed, understood and tested on the basis of the U.S. context. However, the U.S. case is not the world wide standard. Pay in other countries is on average considerably lower and have a different pay mix. The puzzle that from the typical use of agency theory can’t be explained is the variance of pay practices that exist not only within countries but also across countries. This paper extends scholars renewed attention to managerial power theory on executive pay. It sets out how and why institutional theory must be included in explanations of executive pay. On the basis of a sample of executive pay packages from 17 different countries we test the theoretical extensions. Results indicate that institutions interact with firm level determinants of executive pay. Explanations for executive pay should therefore account for the variance of pay practices within and across countries. Highlighting that the institutional embeddedness of pay practices play an important role in finding conclusive explanations of current pay practices.executive compensations;executive pay;managerial power theory

Unfit to Learn? How Long View Organizations Adapt to Environmental Jolts

Long view organizations have a technical core combining high levels of Woodwardian (1958) technological complexity and Thompsonian (1967) technological intensity. This significantly diminishes their capacity for operational flexibility and strategic adaptation. Little is known about how such organizations manage to learn from rare events. We shed light on this issue by reporting a thirteen-year longitudinal study of a major oil company, tracing its experiences with a socio-political crisis from original preparations to learnings that did not fully materialize until years after the event. We use three alternate templates to interpret the organization’s struggle to maintain its technical core under conditions of fierce contestation by changing constituent groups and dwindling public support: (1) a stakeholder template mapping shifts in the salience of constituent groups that punctuate long-standing negotiated equilibria; (2) a legitimacy template showing migration towards new forms of legitimacy while old forms crumble; and (3) a capability template highlighting how pre-existing stocks of capabilities hinder learning before being supplanted by new ones. These templates are tied together in a set of integrative propositions stating how long view organizations learn from rare events.Institutional theory;Alternate templates;Environmental jolts;Oil industry;Organizational learning;Resource-based view;Stakeholder theory

Extending the managerial power theory of executive pay: A cross national test

Contextual factors are typically neglected in both theorizing and empirical tests on executive pay. The fast majority of empirical investigations use data from U.S. based firms. Theoretical implications are typically developed, understood and tested on the basis of the U.S. context. However, the U.S. case is not the world wide standard. Pay in other countries is on average considerably lower and have a different pay mix. The puzzle that from the typical use of agency theory can’t be explained is the variance of pay practices that exist not only within countries but also across countries. This paper extends scholars renewed attention to managerial power theory on executive pay. It sets out how and why institutional theory must be included in explanations of executive pay. On the basis of a sample of executive pay packages from 17 different countries we test the theoretical extensions. Results indicate that institutions interact with firm level determinants of executive pay. Explanations for executive pay should therefore account for the variance of pay practices within and across countries. Highlighting that the institutional embeddedness of pay practices play an important role in finding conclusive explanations of current pay practices.Executive compensation, corporate governance, managerial discretion, power, agency theory, institutional theory

Unfit to Learn? How Long View Organizations Adapt to Environmental Jolts

Long view organizations have a technical core combining high levels of Woodwardian (1958) technological complexity and Thompsonian (1967) technological intensity. This significantly diminishes their capacity for operational flexibility and strategic adaptation. Little is known about how such organizations manage to learn from rare events. We shed light on this issue by reporting a thirteen-year longitudinal study of a major oil company, tracing its experiences with a socio-political crisis from original preparations to learnings that did not fully materialize until years after the event. We use three alternate templates to interpret the organization’s struggle to maintain its technical core under conditions of fierce contestation by changing constituent groups and dwindling public support: (1) a stakeholder template mapping shifts in the salience of constituent groups that punctuate long-standing negotiated equilibria; (2) a legitimacy template showing migration towards new forms of legitimacy while old forms crumble; and (3) a capability template highlighting how pre-existing stocks of capabilities hinder learning before being supplanted by new ones. These templates are tied together in a set of integrative propositions stating how long view organizations learn from rare events

Contracts to Communities: A Processual Model of Organizational Virtue

In the face of systemic challenges to corporate legitimacy, scholars and managers alike have been rethinking traditional answers to the question: What does it take to be a good company? We approach this question in two novel ways. We offer a normative answer, grounded in virtue ethics, by introducing a threefold typology of organizational forms. The moral goodness of each form depends on the congruence between its purpose and virtues. But we also offer a positive answer in the form of a processual model which traces corporate goodness to its empirical antecedents and consequences. The model defies a view of organizations as innately good or evil, but rather portrays virtue as the sediment of a value infusion process. We predict that if managers succeed in establishing in their organizations the kind of virtues necessary to support collective moral agency, they can expect to reap gains like enhanced effectiveness and legitimacy. However, when they neglect their moral responsibilities, the result will likely be organizational demise.Stakeholder theory;Corporate performance;Business ethics;Normative theorizing;Organizational goodness;Virtue ethics;Positive theorizing

Testing the Strength of the Iron Cage: A Meta-Analysis of Neo-Institutional Theory

In this study, we use meta-analytical techniques to quantitatively synthesize and evaluate the sizeable body of empirical work that has been conducted under the banner of neo-institutional theory. We find strong support for the influence of mimetic pressures on organizational isomorphism, but support for the predicted roles of normative and coercive factors is mixed. Similarly, we find that the strategic isomorphism, the homogenous application of corporate policies, tends to translate into symbolic but not substantive performance effects. In combination with additional moderator analyses, these findings suggest new directions for future research

Much Ado About Nothing: A conceptual critique of CSR

Corporate social responsibility (CSR) as a nominal term clearly resonates with scholars and practitioners alike. As a scientific concept, however, it has often been criticized for its lack of definitional precision and poor measurement. In this paper we review and assess intensional and extensional definitions of the concept, as they have figured in the prior CSR literature. But we also go beyond these traditional review exercises by assessing the role (if any) of the concept in positive theorizing. The upshot of this analysis is that since the CSR concept adds nothing of value to existing frameworks in the field of management and organization, such as the economizing and legitimizing perspectives, it is best to discard it altogether

The importance of experimental time when assessing the effect of temperature on toxicity in poikilotherms

Temperature is an important factor affecting toxicity, determining chemical toxicokinetics and toxicodynamics in poikilothermic organisms. As also metabolic rates are affected by temperature, interactions between the emergence of toxic effects and time are very likely. The aim of this study was to investigate how temperature affected the toxicity of copper towards the nematode Caenorhabditis elegans when measured during short fixed timeframes compared to during full life-cycles. Copper toxicity was tested in two experiments at four or six temperatures in the range of 11 to 24°C, with copper concentrations spanning from one to 40 mg Cu/L agar, respectively. Reproduction and mortality were determined across the entire life-cycle, and the time to production of first egg and the population growth rate were calculated. The results showed that the 50% effect concentrations (EC50) of copper increased 1.5 to 2.5-fold with increasing temperature within the tested range, depending on endpoint. When calculating EC50 on reproduction after 24 or 96 hours, as is the typical setup for temperature/chemical interaction studies, results ranged from no temperature effect to effects much larger than for the full life cycle. Studies of temperature effects on toxicity must therefore be carefully designed in relation to the research question investigated

The effect of blockholders in corporate governance

Unlike the Anglo-Saxon model, whereby ownership of publicly traded companies is typically in the hands of dispersed shareholders, in continental Europe ownership often lies in the hands of what are known as ‘blockholders’. But how does this affect corporate governance, especially when employees, protected by strong labour institutions, are also powerful

Stakeholder integratie: Werken aan wederzijds versterkende relaties

Dit onderzoek gaat in op de centrale stelling van de instrumentele stakeholdertheorie. Deze houdt in dat bedrijven die een hechte band ontwikkelen met hun belangengroepen, een concurrentievoordeel hebben ten opzichte van bedrijven die een dergelijke band niet hebben ontwikkeld. Een casestudy van d