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Individual and Organizational Factors Surrounding Top Executive Turnover.
Long description: The author analyzes the multi-faceted phenomenon of top executive turnover from various theoretical angles and empirically shows how individual and organizational factors such as performance, compensation and gender relate to it. Managerial implications on how to deal with turnover...
| Clasificación: | Libro Electrónico |
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| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Berlin :
Logos Verlag Berlin,
2018.
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| Temas: | |
| Acceso en línea: | Texto completo |
Tabla de Contenidos:
- Intro; 1 INTRODUCTION; 1.1 BACKGROUND AND MOTIVATION; 1.2 RESEARCH SETTING AND DEFINITIONS; 1.3 RESEARCH APPROACH AND GUIDING QUESTIONS; 1.4 COURSE OF THE INVESTIGATION AND OVERVIEW OF THE THREE ESSAYS; 1.4.1 Essay 1: The Use and Effectiveness of Top Executive Dismissal; 1.4.2 Essay 2: Pay Disparity, External Pay Level and Turnover of the Second-Best-Paid Executive; 1.4.3 Essay 3: Staying Above the Glass Ceiling: A Propensity Score Analysis of Gender Differences in Top Executive Turnover; 2 THE USE AND EFFECTIVENESS OF TOP EXECUTIVE DISMISSAL; 2.1 INTRODUCTION.
- 2.2 TOP EXECUTIVE DISMISSAL AND LEADERSHIP FAILURE2.2.1 Lack of Independence; 2.2.2 Unclear Performance Evaluation Standards; 2.2.3 Pressures Inherent to the Process of Deciding on Dismissal; 2.3 DATA AND METHODS; 2.3.1 Sample; 2.3.2 Analytic Approach; 2.4 RESULTS; 2.4.1 Research Approaches of Empirical Studies on Top Executive Dismissal; 2.4.2 Possible Antecedents of Top Executive Dismissal; 2.4.3 Moderators and Boundary Conditions of the Performance-Dismissal Relationship; 2.4.4 Possible Consequences of Top Executive Dismissal; 2.5 DISCUSSION AND CONCLUSION.
- 2.5.1 Towards a Conceptual Model of the Antecedents of Executive Dismissal2.5.2 The Possible Consequences of Executive Dismissal; 2.5.3 Leadership Implications for Boards and Successors; 2.5.4 Establishing Causality in the Dismissal-Performance Relationship; 2.5.5 Limitations of our Approach and Directions for Future Research; 3 PAY DISPARITY, EXTERNAL PAY LEVEL AND TURNOVER OF THE SECOND-BEST-PAID EXECUTIVE; 3.1 INTRODUCTION; 3.2 THEORY AND HYPOTHESES; 3.2.1 Direct Effects of Pay Disparity, External Pay Level and Age on Turnover.
- 3.2.2 Interaction Effects of Age with Pay Disparity and External Pay Level on Turnover3.3 DATA AND METHODS; 3.3.1 Sample; 3.3.2 Dependent Variable; 3.3.3 Independent Variables; 3.3.4 Control Variables; 3.3.5 Analytic Approach; 3.4 RESULTS; 3.4.1 Descriptive Statistics; 3.4.2 Competing-Risks Survival Regression Analysis; 3.5 DISCUSSION AND CONCLUSION; 4 STAYING ABOVE THE GLASS CEILING: A PROPENSITY SCORE ANALYSIS OF GENDER DIFFERENCES IN TOP EXECUTIVE TURNOVER; 4.1 INTRODUCTION; 4.2 THEORY AND HYPOTHESES; 4.2.1 Gender Differences; 4.2.2 Consequences of Gender Differences; 4.3 DATA AND METHODS.
- 4.3.1 Sample4.3.2 Outcome Variable; 4.3.3 Treatment Variable; 4.3.4 Baseline Covariates; 4.3.5 Analytic Approach; 4.4 RESULTS; 4.4.1 Descriptive Statistics, Correlations and Univariate Test; 4.4.2 Propensity Score Analysis with Treatment Variable Gender; 4.4.3 Propensity Score Analysis with Treatment Variable Gender Composition; 4.5 DISCUSSION AND CONCLUSION; 5 SUMMARY AND CONCLUSION; 5.1 SYNOPSIS OF RESEARCH OBJECTIVES; 5.2 OVERALL FINDINGS AND THEORETICAL CONTRIBUTIONS; 5.3 MANAGERIAL IMPLICATIONS; 5.4 METHODOLOGICAL CONTRIBUTIONS.