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1
Park, Hun-Joon. "An inquiry into managerial action : performative and reflexive managerial action." Connect to resource, 1990. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1263043747.
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Naidoo, Mervin. "Relationship between managerial cognitive frame flexibility and managerial role performance." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80491.
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This study aimed to further the research on dynamic managerial capabilities as a
mechanism that allows firms to determine when to renew their capabilities and to break
inertial tendencies in strategic decision-making. These capabilities require managers to
exercise a high degree of cognitive frame flexibility by taking account of the
environmental and organisational context when deciding on an appropriate firm
response. This approach improves the likelihood of the firm attaining a sustainable
competitive advantage.
The specific purpose of this study was to test whether managerial role performance
was impacted by managerial cognitive frame flexibility. This was supplemented by
considering the roles played by managerial ambidexterity and market dynamism in this
primary relationship. The quantitative study added to the research on managers’
cognitive flexibility and was based on survey responses from 203 South African
managers. The results indicated a positive relationship between managerial cognitive
frame flexibility and managerial role performance. Managerial ambidexterity and
market dynamism were in turn found to moderate this relationship under certain
conditions.
The study’s findings offer valuable insights to business people and academics,
particularly in emphasising the importance of cognitive flexibility in decision-making,
which in turn can be used to develop sustainable competitive advantages in an everchanging
business environment.Mini Dissertation (MPhil)--University of Pretoria, 2020.
Gordon Institute of Business Science (GIBS)
MPhil
Unrestricted
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Hill, Gregory Cash. "On managerial succession." Texas A&M University, 2003. http://hdl.handle.net/1969.1/3945.
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This dissertation is an exploration, development and application of a theory on
the effects of managerial succession on organizational performance in the public sector.
Public management is a field of study within public administration that is gaining
momentum and is strengthening both its theoretical and empirical bases. In this
dissertation I build upon the very small literature on managerial (or executive)
succession to develop a theory of the effects of managerial succession on performance. I
posit that in the short-term performance will decrease; however, over time organizations
that have had a succession event will see an increase in performance. I employ the use of
three unique datasets: Texas school district superintendents, British local education
authorities, and Major League Baseball field managers. All datasets have particular
strengths that allow for a more complete empirical analysis. What we find is that, while
there appears to be no significant relationship between managerial succession and
performance in the year following the succession event, there is a positive and
significant event over time. Furthermore, in the British analysis, which is designed to
test a similar organization to the Texas analysis yet in a vastly different organizational
structure, we find no significant relationship between performance and succession.
4
Laffont, Jean-Jacques, and Jean Tirole. "Managerial switching and myopia." MIT Energy Lab, 1987. http://hdl.handle.net/1721.1/27203.
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Zhou, Lina. "Essays in managerial economics /." Full text available from ProQuest UM Digital Dissertations, 2005. http://0-proquest.umi.com.umiss.lib.olemiss.edu/pqdweb?index=0&did=1264606871&SrchMode=1&sid=5&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1185288578&clientId=22256.
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Snopek, Jan. "Managerial approaches in practice." Master's thesis, Česká zemědělská univerzita v Praze, 2016. http://www.nusl.cz/ntk/nusl-259307.
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This thesis focuses on the differences between managerial styles in theory and in practice in a selected company. It is based on literature review and a series of structured interviews conducted among top and middle management of the selected company. It is divided into two main parts respectively.
The aims of the thesis are to identify general managerial approach practiced by the managers of the selected company and to determine whether there is a link between the managerial approach of a direct superior and subordinate.
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Arts, Jos Adrianus Richardus Maria. "Developing managerial expertise: studies on managerial cognition and the implications for management education." [Maastricht] : Maastricht : Universitaire Pers Maastricht ; University Library, Universiteit Maastricht [host], 2007. http://arno.unimaas.nl/show.cgi?fid=11065.
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Boyle, Linda Lake. "Relationship between managerial responsiveness, managerial approachability, and prosocial voice among acute-care registered nurses." Thesis, University of Phoenix, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3731742.
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Medical errors cost the United States’ healthcare system approximately $19.1 billion annually. A failure to communicate or speak up is said to be a contributing factor. The purpose of this quantitative correlational study was to examine the relationship between managerial responsiveness, managerial approachability, and prosocial voice among acute-care registered nurses (RNs) from a Greater Northwest facility. The participants were 108 acute-care RNs. Instrumentation included the Supervisor as a Voice Manager developed by Saunders, Sheppard, Knight, and Roth (1992) to measure managerial responsiveness and managerial approachability. Prosocial voice was measured using Van Dyne and LePine’s (1998) Prosocial Voice Scale. The relationship between managerial approachability and prosocial voice was positively correlated (p = .001). A positive relationship (p = 0.001) between the linear combination gender, education, years of experience within current acute-care facility, managerial responsiveness and managerial approachability and the RN’s use of prosocial voice was found and accounted for 20.0% of the variance in the prosocial voice score. An unexpected serendipitous finding occurred when applying a backward elimination regression to three variables: managerial approachability, managerial responsiveness, and prosocial voice. RNs use of prosocial voice was positively correlated with the RN’s level in the organization (p =.01), the RN’s perception of managerial approachability (p = .001) while negatively correlated with the RN’s perception of managerial responsiveness score ( p = .05). This research adds to current prosocial voice literature and expands the research on managerial approachability and managerial responsiveness. Future research recommendations were identified.
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Wu, Yanzhen. "Managerial perceptions of operational flexibility." Texas A&M University, 2003. http://hdl.handle.net/1969.1/3865.
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Large complex construction projects such as building an interstate highway, a dam, a
chemical plant, an off-shore oil rig and a waste-to-energy plant often include
unpredictable geological conditions, labor supplies, material deliveries, and weather that
cause uncertainty. Effective and efficient acquisition and construction require the
proactive management of these and other uncertainties to meet performance, schedule,
and cost targets. Flexibility in the form of real options can be an effective tool for
managing uncertainty and thereby adding value to construction projects. But flexibility
can be expensive to obtain, maintain, and implement. Real options theory suggests a
general approach and has developed precise valuation models. But these models of
simplified real options (compared to managerial practice) have failed to significantly
improve practice, partially because of a lack of knowledge of real options use by
practicing managers. In contrast, the majority of managerial real options applications are
identified, designed, valued, and implemented tacitly by construction managers.
Understanding current practice and its similarities and differences with theory is critical
for developing operational real options theories that can improve construction practice.
Few descriptions of managerial real options practice exist as a basis for improvement.
To address this need the current research has experiment subjects manage a simple but
uncertain installation project with managerial flexibility. Subjects repeatedly value an
option to avoid a slow and expensive system integration failure. Real options theory is
used to explain their behaviors by customizing the model of uncertainty to reflect themanagement context.
To further analyze managerial real options practice, a system dynamics simulation model
of the experimental installation project is developed. Policies for using flexibility to
manage uncertainty that are applied by subjects are modeled and performances are
simulated across a range of uncertain conditions to evaluate and compare policy
effectiveness.
All 21 subjects that participated in the research perceived flexibility as an effective tool
in managing uncertain projects. But they are not aware of the factors that impact
flexibility value. They correctly identified the relationship of some factors with
flexibility value but not all of them and not the magnitude of impaction. Further research
and development needs for expanding real options theory into the operational
management of construction are discussed based on experiment and simulation results.
10
Mathiesen, Henrik. "Managerial ownership and financial performance /." København, 2002. http://www.gbv.de/dms/zbw/360389503.pdf.
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Pennywell, Gwendolyn. "Transparency, Risk, and Managerial Actions." Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/finance_diss/17.
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I investigate the relation between firm risk and firm transparency over the period 1992-2006 and find that the level of firm transparency and the level of firm risk are negatively related. I also find that higher CEO pay-performance sensitivity (delta) works to mitigate this inverse relationship. This result is consistent with Hermalin and Weisbach (2007) who suggest that managers reduce risk to protect their pay and performance evaluations under higher levels of firm transparency. I further find that firms in high technology industries are more likely to increase risk relative to firms in other industries when transparency is high. Finally, I develop an additional proxy for transparency based on the Standard and Poor’s Transparency and Disclosure Score. Results using this proxy are generally consistent with my findings that there is an inverse relationship between risk and transparency and that CEO pay-performance sensitivity lessens this relationship.
12
MacGregor, David. "Sales promotion : a managerial perpective." Thesis, Lancaster University, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.619274.
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Sales promotions, although ill defined and under theorised. have long been a part of the marketing communications mix and used by brands in a variety of ways in many different contexts. Much of the research that examines sales promotions has done so from a rational economic or behaviourist perspective. Whilst acknowledging the contribution of such ontologies, it is argued that there has been limited examination of sales promotions from a managerial perspective. What has been produced tends to be largely prescriptive and written for practitioners. In this thesis the ontology of critical realism has been used to develop a conceptual framework that treats sales promotions as individual entities taking place within organisational and market structures. This conceptual framework has been used to analyse empirical data collected from thirteen smaller U.K. brands drawn from a diverse set of product categories and industries. Four in-depth case studies are presented with rich, fine-grained insights into the behaviours of those involved in such activities and the subsequent outcomes; in particular the contemporary practices of managerial actors involved in the conception. commissioning and implementation of sales promotions activities. The results of a further 9 case studies are also presented in summary form. In each case the conceptual framework proves largely effective in interpreting the likely causes of the form that the sales promotion took and its subsequent outcomes. It is claimed that the research made the following contributions to the study of sales promotions: 1) a re-examination of the definitional discourse that informs sales promotion and the development of a new definition: 2) the early and successful use of the combination of a critical realist oncology and case study 3) that the forms and outcomes of sales promotions can be better understood as being dependent on causal explanations of involving organisational and business contexts and 4) the development of a model that integrates diverse contextual (actors from both within and outside of the organisation in order to inform the managerial practice of deploying and managing sales promotions. The products of the study argue for a deeper and more sophisticated treatment of the way that sales promotions are researched, operate and are managed. The findings also suggest that both the method and the results have wider implications for the study of sales promotions, marketing communications in general and marketing practice.
13
Amsteus, Martin. "Managerial foresight and firm performance." Doctoral thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-10935.
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Purpose – To specify what defines managerial foresight and to assess the association between managerial foresight and firm performance Methodology/Approach – First, previous research was reviewed and foresight was defined. Second, an instrument for measuring managerial foresight was developed. Third, an empirical case served as an illustration and as anassessment of validity. Fourth, managerial foresight was tested for association with firm performance. Findings – Foresight was specified as behavior with eight sub-components. A moderate and statistically significant positive relationship between managers’ foresight and firm performance was found. Research implications – The empirical evidence for the importance of managerial foresight provides a strong rationale for further studies. In distinguishing eight sub-components of foresight, and developing a managerial foresight measurement instrument, the dissertation makes relating foresight to various research fields possible, both on individual managerial andorganizational levels. Practical implications – Managers may consider whether foresight is important to them or to their organization. Managers, practical foresight tools, foresight programs et cetera, may now be assessed and compared in terms of foresight. Originality/Value – The dissertation provides empirical evidence of the importance of managerial foresight to firm performance. It conceives and advances foresight as a distinct construct. In developing and estimating aninstrument for measuring managerial foresight, the dissertation advancesforesight into a quantitatively measurable concept.
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Glowinkowski, S. P. "Managerial stress : A longitudinal study." Thesis, University of Manchester, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.373224.
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Novaes, Walter. "Managerial incentives and corporate control." Thesis, Massachusetts Institute of Technology, 1993. http://hdl.handle.net/1721.1/12595.
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McConville, Teresa Ann. "Managerial decisions : a discursive analysis." Thesis, University of Plymouth, 2000. http://hdl.handle.net/10026.1/2777.
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Decision making activity is at the heart of organisations and, as an essential managerial function, it has been the subject of an immense body of literature. As the majority of research has been undertaken within the disciplines of economics and psychology, studies have tended to emphasise economic rationality as the basis for cognitive reasoning, decision processes and judgement and as the analytic paradigm. However, in the face of new problems, and in times of profound change, conventional forms of thought may be problematic in themselves. This project suggests and assesses a Foucaultian framework as an alternative approach to the study of managerial decision making. Within a multiple case-study strategy, evidence has been collected from three manufacturing companies in Devon and Cornwall, using a range of qualitative methods; derived from ethnography, historiography, and grounded theory. A major decisional theme emerged in each case study: employee participation, linked to the nonrecognition of trade unions; Japanese managerial techniques (Kaizen); and product quality. A Foucaultian approach to discourse analysis was used to assess the trajectories of systems of management thought; nature and influence of changes in management discourse, and the resulting vacillation in power/knowledge relations within these three organisations. Genealogical assessment of alterations in organisational culture reveals shifts in the power relations which produce and maintain those decision outcomes; which, in their turn, establish and affirm the power relations. Among them are stereotypes that are problematised by non-unionism; the historical possibilities giving rise to the discourse and practices of Kaizen; discursive motifs on quality, and the formation of new discourses. Comparative archaeology of the various concepts of quality, as apprehended within the study, has identified two major currents of discourse. Neither discourse is inherently advantageous or harmful to an organisation but, where discourses are both present, and in competition, the resulting dichotomy is disorientating for organisational actors and potentially lethal to business performance.
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McRee, Caroline Kimrey. "Managerial Perceptions of Employee Motivation." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10840301.
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This qualitative research study examined managerial perceptions of employee motivation. A widely studied yet complex topic, motivation continues to allude managers, leading to managerial assumptions about what is motivating to employees. The purpose of this study was to explore employee motivation through the co-participation of managers and subordinates in a job crafting intervention. A 1-hour version of the Job Crafting Exercise was conducted for eight managers and eight subordinates for a total of 16 research participants. Three weeks following the job crafting intervention, an open-ended survey was distributed separately to managers and subordinates. Findings indicated changes in the task, relational, and cognitive boundaries of subordinate?s jobs, and an increase in motivation as a result of co-participation in a job crafting intervention. Managers also gained greater insight about subordinates through participating in the Job Crafting Exercise and made actionable next steps with employees at the conclusion of the intervention.
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Effinger, Matthias R. "Managerial incentives under reputational concerns." Toulouse 1, 1999. http://www.theses.fr/1999TOU10030.
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Cette thèse traite de différentes formes de comportement sous-optimal des dirigeants ou des experts dans le cadre conceptuel de la théorie de l'information. Dans la première partie de la thèse, nous explorons les phénomènes de "panurgisme" et d’ "anti-panurgisme" dans le cas où les experts se préoccupent plus de maximiser leur réputation vis-à-vis du marché du travail que de maximiser le profit de l'entreprise. On montre que le phénomène d'anti-panurgisme existe dans un contexte de décisions séquentielles (chapitre 1), mais aussi dans un contexte de décisions simultanées (chapitre 2). Le même type de modèle est utilisé dans la seconde partie de la thèse, pour étudier les décisions d'investissement. Dans ce cas, on suppose que le résultat d'un projet est observable uniquement si la décision d'investir a été prise. On montre que les managers, s'ils sont en concurrence, font preuve soit d'un excessif conformisme (suivant les décisions des autres même s'ils ont des informations contraires), soit d'un excessif anticonformisme (si leur propre réputation dépend de la réputation des autres). On étudie l'équilibre qui résulte et ensuite les facteurs qui pourraient atténuer les distorsions dans les décisions d'investissement. Le quatrième chapitre traite des problèmes de communication stratégique à l'intérieur des entreprises et des moyens d'améliorer le processus interne de communication pour obtenir le plus d'information possible des managersIn this thesis, I analyse sub-optimal managerial behaviour. Managers rather care about the reputation with which they are perceived in the labour market than about the firm's profit. Reputation represents a manager's ability to produce profits in future. The market updates its belief on a manager's ability via Bayes rule. I show that, under many circumstances, reputation maximizing behaviour does not coincide with profit maximization. In some situations the manager's behaviour can be characterized by excessive conformism, in other settings excessive anti-conformism prevails. That is, either managers follow the actions of other managers, irrespective of their private information (herding), or they differentiate from the action taken by other managers (anti-herding). Managers tend to conform if their reputation increases with their perceived ability. They tend to differentiate if reputation depends on how good other managers are. Sometimes the manager's incentives can be directed in the right direction, if there is a possibility to control the manager's decision or if the number of firms in the market evaluating similar projects is sufficiently high. Finally, I show that the inefficiencies through strategic communication within an organization can be reduced by the right design of the internal communication
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Bogotch, Ira Elliot. "A model of school managerial control : the systematic analysis of managerial behaviors, processes, and indicators." FIU Digital Commons, 1989. http://digitalcommons.fiu.edu/etd/1769.
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The theoretical construct of control has been defined as necessary (Etzioni, 1965), ubiquitous (Vickers, 1967), and on-going (E. Langer, 1983). Empirical measures, however, have not adequately given meaning to this potent construct, especially within complex organizations such as schools. Four stages of theory-development and empirical testing of school building managerial control using principals and teachers working within the nation's fourth largest district are presented in this dissertation as follows: (1) a review and synthesis of social science theories of control across the literatures of organizational theory, political science, sociology, psychology, and philosophy; (2) a systematic analysis of school managerial activities performed at the building level within the context of curricular and instructional tasks; (3) the development of a survey questionnaire to measure school building managerial control; and (4) initial tests of construct validity including inter-item reliability statistics, principal components analyses, and multivariate tests of significance. The social science synthesis provided support of four managerial control processes: standards, information, assessment, and incentives. The systematic analysis of school managerial activities led to further categorization between structural frequency of behaviors and discretionary qualities of behaviors across each of the control processes and the curricular and instructional tasks. Teacher survey responses (N=486) reported a significant difference between these two dimensions of control, structural frequency and discretionary qualities, for standards, information, and assessments, but not for incentives. The descriptive model of school managerial control suggests that (1) teachers perceive structural and discretionary managerial behaviors under information and incentives more clearly than activities representing standards or assessments, (2) standards are primarily structural while assessments are primarily qualitative, (3) teacher satisfaction is most closely related to the equitable distribution of incentives, (4) each of the structural managerial behaviors has a qualitative effect on teachers, and that (5) certain qualities of managerial behaviors are perceived by teachers as distinctly discretionary, apart from school structure. The variables of teacher tenure and school effectiveness reported significant effects on school managerial control processes, while instructional levels (elementary, junior, and senior) and individual school differences were not found to be significant for the construct of school managerial control.
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McDonald, Bruce Beresford. "Managerial problem-solving methods and outline specification for a computer-based managerial job-management system." Thesis, Open University, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.259498.
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Thekiso, Thabo Abel. "Management performance measurement of business educated managers in the North West and Vaal triangle areas / Thekiso T.A." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7613.
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The age of industrialisation in the nineteenth century and the subsequent emergence of
large corporations called for new approaches to the way in which organisations are
managed. Business today operates in a world of constant change. Technology and
society are changing more rapidly than ever before. The workplace has become
increasingly diverse, as pressure is mounting for the previously disadvantaged and
women to ascend the echelons of organisations. Concern for the environment has forced
companies to think about how their actions affect the quality of the air, land, and water.
Competition is more fierce than ever, because companies from all over the world now try
to sell their products and services to the same customers. All these changes not only
require of those who manage these organisations to be in procession of relevant
professional skills, but it also require of them to be competent in conducting their business
of managing.
The aim of the study was to construct a conceptual framework to measure the identified
skills for management competence. The study builds a conceptual framework using
identified skills and also presents the interrelationships between the skills. The primary
theoretical background and concepts about skills for managerial competence for this
study, range from the historical perspective of MBA education as it is the cutting edge of
business education to management models identified from the literature.
The extensive review of the literature and three different management models and the
key common managerial competencies led to the development of an initial model based
on the literature wherein the required skills for managerial competence were identified as
self awareness skills (SA), self directed career planning skills (SP), general interactive
skills (IS), planning and control skills (PC), organising skills (OS), leading skills (LS), and
managing change skills (MC).
The empirical study which followed was conducted among a sample of 395 business
administration students from the three campuses of the North West University business
school in Mafikeng and the Potchefstroom Business School. The empirical study based
on the seven skills for managerial competence yielded results that measured the strength
of each managerial skill and the interrelationship among different skills.
The results were analysed by the process of factor analysis and it was clear from the
analysis that there are a number of unreliable factors which led to a number of questions
having to be discarded. As a result the original model had to be restructured to develop
an alternative managerial skill model.
After the initial model was restructured, the results wherein thirteen factors loaded heavily
on the factor were realised. Of the thirteen factors, factor 1 had nineteen factors that
loaded heavy and had to be restructured again in order to make sense of the data. Once
a further restructuring was done the results were that factor 1 had three sub factors that
loaded heavy on the factor which led to the conclusion that the alternative managerial skill
model comprised thirteen factors wherein factor 1 had three sub factors.
The value of the study lies in the fact that managerial models identified in the literature
are orthodox in nature, and they do not progress further to explore skills for managerial
competence. Given the orthodox nature of models identified in the literature, this study
purports to suggest a framework that could be adapted to measure skills for management
competence. This study further contributes to the discipline of organisational leadership
and management, particularly with regard to practices regarding leader and manager
development within the context of a dynamic, changing organisational environment.Thesis (Ph.D. (Business Management))--North-West University, Potchefstroom Campus, 2012.
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Lillis, Anne M. "Capitalising on the potential of cross-sectional field studies for theory refinement in management accounting." Melbourne, Vic. : University of Melbourne, Dept. of Accounting and Business Information Systems, 2002. http://wff2.ecom.unimelb.edu.au/accwww/research/papers/0203%20ALillis&JMundy.pdf.
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Sawers, Kimberly M. "Choice avoidance in managerial accounting decisions /." Thesis, Connect to this title online; UW restricted, 2002. http://hdl.handle.net/1773/8746.
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Melero, Martín Eduardo. "Careers, human capital and managerial styles." Doctoral thesis, Universitat Pompeu Fabra, 2005. http://hdl.handle.net/10803/7422.
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The study of career paths within organizations is an issue that has received strong attention in the theoretical literature of organizational economics and management1. From the empirical point of view, however, research in this topic is scarcer and less comprehensive. The gap has been caused to a large extent by the unavailability of data tracking worker's career moves in employee-level surveys and by the lack of information about career management policies in firm-level data. This thesis contributes to fill such hole. It investigates how workers' careers and their behavior as managers depend on the characteristics of the firms where they work and their own personal characteristics, with a strong emphasis in the role of human capital. The research is carried out using micro data at both worker and firm level, available only in relatively recent data sets.The interaction between accumulation of human capital and workers' employment horizons has been frequently recognized as a key issue in explaining why some firms maintain long-term relationships with their employees while others remain closer to what it could be considered spot-market labor contracting. There are nonetheless important factors that have been usually absent in the literature of organizations. This is the case of internal firm structures that may improve or discourage the interactions between different hierarchical levels, affecting eventually to the costs of job change involved in promotions. Both human capital and organization-relational aspects of career paths are objects of study of this thesis. First, it is analyzed how the characteristics of employers and the markets where they work affect the general or firm-specific nature of employees' human capital and, therefore, to the type of employment relationship held. Second, it is investigated how differences in employees' personal characteristics affect their career horizons, the management of their human capital and the type of career moves done. Finally, the effects of these factors on career path outcomes are examined, in terms of leadership behavioral differences among those arriving at managerial levels. A particular attention is paid the important differences between the careers of men and women that are also found in their managerial style.
Overall, the research presented here sheds light on what career management schemes adapt better to different product and labor market circumstances. It opens as well a number of challenges for the study of human resources management and shows that population-wide surveys can be very useful tools to carry out empirical investigations in this area, usually dominated by narrower and less representative surveys.
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Antelo, Muñiz Fátima. "Managerial opportunism, US conveyancing and blockchain." Doctoral thesis, Universitat Pompeu Fabra, 2019. http://hdl.handle.net/10803/668333.
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This thesis is structured in three chapters. In chapter 1, I address managerial opportunism towards
workers. I present a theoretical model and test it. Results suggest that outside opportunities are
key to hinder or stimulate managerial opportunism towards the workforce. In chapter 2, I study
price-setting practices in the US title insurance industry. I test both the presence of a bilateral
monopoly, insurers and lawyers, and the increase in the title insurers' market concentration
levels. Results suggest that the increased concentration led to an increase in prices. In chapter
3, I explore the application of blockchain technology to land property institutions. I develop an
analytical framework acknowledging the customizable nature of blockchain and discuss diverse
initiatives currently being developed in several countries. I conclude blockchain is bringing sorne
changes but it has not been disruptive to existing systems.Esta tesis está estructurada en tres capítulos. En el capítulo 1, abordo el oportunismo gerencial hacia los trabajadores. Presento un modelo teórico y lo testeo. Los resultados sugieren que las oportunidades externas son clave para prevenir o estimular el oportunismo gerencial hacia los trabajadores. En el capítulo 2, esdudio las prácticas de establecimiento de precio en la industria de seguro de título de EEUU. Testeo tanto la presencia de un monopolio bilateral, aseguradoras y abogados, como el incremento de los niveles de concentración en el mercado de las aseguradoras de títulos. Los resultados sugieren que el incremento de la concentración ha conllevado un incremento de los precios. En el capítulo 3, exploro la aplicación de la tecnología blockchain a las instituciones de título. Desarrollo un marco análitico en base a la naturaleza configurable del blockchain y discuto diversas iniciativas actualmente en desarrollo en varios países. Concluyo que blockchain está trayendo algunos cambios a los sistemas existentes pero no de forma disruptiva.
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Clevenger, Pamela L. "Managerial leadership behaviors and nurse retention." Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/699.
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Zheng, Yumai. "Internal Communication from a Managerial Perspective." Thesis, Halmstad University, School of Social and Health Sciences (HOS), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-2283.
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The objective of this thesis is to conduct a research on Eleiko Sport AB’s internal communication from a managerial perspective. The focus of this analysis is to look at how the management and organisation are structured in Eleiko, how the members of the management team view and perceive internal communication, how the internal communication within this small organisation is organised, and which communication channels are being used and why.
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Sherry, Samuel Accounting Australian School of Business UNSW. "Tax-loss selling and managerial discretion." Publisher:University of New South Wales. Accounting, 2009. http://handle.unsw.edu.au/1959.4/43727.
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This thesis examines the relationship between tax-loss selling (TLS), where investors with taxable gains sell stocks that have declined in value just before the fiscal year-end to generate offsetting tax losses, and managers?? incentives to influence stock prices, either through increased disclosure or by engaging in upwards earnings management. Firms whose stock prices represent greater potential tax losses in investors?? portfolios at year-end are predicted to increase their disclosure level in June to prevent further share price falls due to TLS, and have higher levels of accruals. Using the number of discretionary, market-sensitive news releases in the Signal G announcement database to measure disclosure frequency, this thesis finds that, for a sample of 14,713 firm-year observations drawn from all ASX firms for the years 1994 to 2007, stocks with larger negative returns have higher disclosure in June, after controlling for size, performance, risk and external financing dependence. This is particularly true of small mining and exploration companies that are more reliant on voluntary disclosure as a vehicle for lowering information asymmetry. This increased disclosure does not appear to contribute to the higher July returns earned by stocks that experienced significant TLS in June. Disclosure frequency is negatively associated with the magnitude of operating and total accruals, suggesting that earnings management is less likely for firms with higher disclosure. There is also evidence that smaller firms with poor stock price performance have higher levels of operating accruals and thus may be more likely to engage in earnings management.
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Andrews, Julian. "Managerial judgement and acquisition target valuation." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0016/NQ46799.pdf.
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Cribbin-Creegan, Maureen. "Outcomes of managerial turnover in nursing /." Access Digital Full Text version, 1989. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10858295.
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Thesis (Ed.D.) -- Teachers College, Columbia University, 1989.Typescript; issued also on microfilm. Sponsor: Elaine L. La Monica. Dissertation Committee: Peter C. Cairo. Bibliography: leaves 72-79.
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Reis, Ebru. "Managerial Incentives and Takeover Wealth Gains." Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/finance_diss/8.
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ABSTRACT MANAGERIAL INCENTIVES AND TAKEOVER WEALTH GAINS By EBRU REIS DECEMBER 5, 2006 Committee Chair: Dr. Jayant R. Kale Major Department: Finance This study examines the relationship between managerial equity incentives and takeover wealth gains both for target and acquirer firms. Although there is some research about the effect of acquirer managers’ incentives on acquirer wealth gains, this paper is one of the first to investigate the effect of target managers’ incentives on the wealth effects of target firms in corporate takeovers. In addition, prior research has focused on the alignment effect of equity incentives in takeovers. However, takeovers provide an opportunity to liquidate personal equity portfolio for managers who hold an undiversified portfolio of their firms’ stock. In this study, I identify two hypotheses that potentially explain the effect of target managers’ incentives on wealth gains. While incentive alignment hypothesis predicts a positive relationship, diversification driven-liquidity hypothesis predicts a negative relationship between target managerial incentives and target wealth gains. I use a sample of 656 successful and 104 failed acquisitions over the period 1994-2003 to test these competing hypotheses. I find that for targets that are less (more) diversified, equity incentives are negatively (positively) related to wealth effects. I also find that the target managerial incentives increase the success probability of a takeover bid and this positive effect is less pronounced for diversified target managers. Based on these results, I conclude that incentive alignment argument is dominated by liquidity argument in less diversified target firms, however, holds in diversified firms. For acquirer managers, I do not find any evidence that supports incentive alignment or diversification arguments.
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Saruwono, Rosti. "Assessment of managerial competencies and potential." Thesis, Henley Business School, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.294900.
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Tlaiss, Hayfaa. "Managerial advancement: The case of Lebanon." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.489517.
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Despite the increase of the systematic investigations and scientific research regarding the career progress of women managers in the Industrial countries, knowledge about the special challenges that women managers in the Middle East and the less developed countries face is deficient.
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Sallans, Brian, Alexander Pfister, and Georg Dorffner. "A simulation study of managerial compensation." SFB Adaptive Information Systems and Modelling in Economics and Management Science, WU Vienna University of Economics and Business, 2003. http://epub.wu.ac.at/1462/1/document.pdf.
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A computational economics model of managerial compensation is presented. Risk-averse managers are simulated, and shown to adopt more risk-taking under the influence of stock options. It is also shown that stock options can both help a new entrant compete in an established market; and can help the incumbent firm fight off competition by promoting new exploration and risk-taking. In the case of the incumbent, the stock options are shown to be most effective when introduced as a response to the arrival of a new entrant, rather than used as a standard part of the compensation package. (author's abstract)Series: Working Papers SFB "Adaptive Information Systems and Modelling in Economics and Management Science"
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Burkart, Mike Christopher. "Takeovers, large investors, and managerial performance." Thesis, London School of Economics and Political Science (University of London), 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.265614.
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McMurchy, Blair A. "Managerial roles of Ontario college presidents." Thesis, University of Reading, 2017. http://centaur.reading.ac.uk/75851/.
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This study examined the managerial roles of presidents at the tertiary level within the province of Ontario, Canada in an effort to understand the importance of their position at the apex of their educational institutions, as well as, reveal and substantiate the challenges faced by them within the context of the twenty-first century. In particular, the study aimed to identify the extent to which the new public management ideologies, that impacted over the past decade the area of higher education, influenced their managerial roles. Determining how college Presidents understand their role, particularly how they act in that role, is extremely important since there is evidence that they contribute significantly to the achievement of strategic goals of the colleges. Moreover, there are reasons to believe that the findings of this study will help the Board of Governors in making hiring decisions in the future, as well as, determine if particular training is required for the candidates chosen for such position. Central to this study was the Role Theory. The research model used was based on Mintzberg’s taxonomy of managerial roles. The study used a mixed research methodology for providing answers to the proposed research questions. According to the findings of this study, it can be concluded that the job of postsecondary college presidents has changed in the past two decades or so, to become more managerial in nature.
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Parsons, Angelina Ruth. "Managerial influences on police decision-making." Thesis, University of Cambridge, 2015. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.709291.
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Moschopoulos, Theodosios, and Sofia Dahlström. "Colour Forecasting and its managerial implications." Thesis, Högskolan i Borås, Institutionen Textilhögskolan, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-16778.
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In this thesis we examine the colour forecasting process, its methodology and how it is communicated and used in fashion companies. The study is foremost based on qualitative research and on semi-structured interviews with people within the forecasting industry. We have divided the data collection process that constitutes the basis of the actual forecast into steps, which consist of gathering both objective facts and more soft, subjective experiences. After having collected the data, colour forecasters start their analysis by breaking them down into thematical categories that depict specific patterns (themes). We have identified colour expertise, intuition, creativity and inspiration as the factors that help the forecaster interpret those patterns. The final forecasted colour stories are being presented in different media and contexts. Besides design style, market, customer base and lead-time, it is foremost the differentmanagement philosophies of either building creative, solid collections or fast fashion that define how to use the colour forecasting material. To help the reader understand the process we have constructed a model (aDaMas).Program: Master in Fashion Management with specialisation in Fashion Marketing and Retailing
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Ecchia, Giulio. "Managerial incentives, market structure and regulation." Thesis, University of Oxford, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363515.
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Nippe, Anton. "Engineers and Managerial Training in Germany." Thesis, Blekinge Tekniska Högskola, Institutionen för industriell ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-13023.
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The master thesis presented deals with the question of whether superiors in the engineering field in Germany should undergo managerial training to be better-suited managers than superiors without such training. This thesis looks into this question through a survey of a homogenous group of engineering professionals working in Germany. The survey strives to gain information from the engineering professionals regarding their opinions and experience as managers with and/or without managerial training and their capacity to fulfill their managerial duties. This problem resonates widely in the engineering world, yet it seems that not enough action is being taken towards educating personnel in elevated positions throughout a company’s hierarchy.
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Kok, Seng Kiat. "New managerial archetypes in Higher Education." Thesis, Liverpool John Moores University, 2009. http://researchonline.ljmu.ac.uk/5950/.
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This research identifies the prevalent external forces that have been a catalyst to change in governance and management structures in UK universities. It reviews the effects of growing commercialisation against a backdrop of changing funding dynamics. The study included the political forces that have transformed higher education, alongside the proliferation of managerialism. It examines these effects against traditional welfarist and altruistic views of education, further investigating the differing management structures and archetypes that exist. In addition to this, the research reviews the effects of these forces against the more complex university typology of ancient, red brick. plate glass and new institutions. Utilising the pragmatic philosophical underpin the research employs mixedmethodological approaches of qualitative exploratory desk research, quantitative questionnaires and ultimately qualitative interviews. These entailed the analysis of data both inductively and deductively. Questionnaire and interview surveys were undertaken on UK universities on a range of staff groups within institutional hierarchies. These 'include senior management groups, teaching and research staff, and administrative staff to provide a diverse and reflective range of responses from all staff members. The research has identified changing notions of collegiality and traditional academic autonomy towards more managed and corporate focused management structures. It has further uncovered disparate approaches that exist against the various institutions as a factor of age of establishment rather than solely on type. It contributes to the current body of knowledge by amalgamating the different external forces and reviewing its effects on university management, further uncovering these management structures to exist as dominant-institutional and subsegmented or sub-structural forms alongside cultural permutations. The research further posits that the established dichotomy of traditional and new universities inaccurately reflects the complexity ofthe higher education sector within the UK.
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Lucke, Jennifer, and Jonas Stegmueller. "Managerial Challenges of Implementing Industry 4.0." Thesis, Jönköping University, Internationella Handelshögskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48914.
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Background: Advances in new technologies like the Internet of Things, Big Data, and Cloud Computing are opening up new possibilities for manufacturing firms. The extent of these changes is expected to be far-reaching leading researchers to proclaim the fourth industrial revolution a priori. Within this development, Industry 4.0 presents the concept of how manufacturing firms want to meet these changes and benefit from newly created possibilities. However, while the technological aspects leading the introduction of Industry 4.0 have been subject to many studies, the managerial aspects on how to lead such an implementation have so far mostly been neglected. Purpose: The purpose of this paper is to investigate the managerial challenges that companies might face when implementing Industry 4.0 and to draw conclusions on how they could be met. Method: Our empirical study included a range of qualitative methods. After following a sampling strategy, semi-structured interviews were conducted with researchers, consultants, and plant managers located in Western countries. All collected data were transcribed, open coded and analysed using grounded analysis. Conclusions: While managing people to welcome and embrace new processes as well as leading projects in general has been described in the literature concerning change and project management to some extent, we broaden this knowledge by providing a new Industry 4.0 related perspective and describe possible adaptations to meet the special characteristics of the concept. Further, we elaborated on how the right mindset of top management can influence implementation efforts. On top of the managerial issues described, we added an organisational perspective to the knowledge in the field, making first attempts at describing how a structural framework supporting the implementation could look like. Finally, we investigate how current ways of working might be affected by the implementation of Industry 4.0 and how these might change.
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Litchfield, Robert C. "Improving managerial diagnosis of people problems /." The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486457871786792.
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Heijltjes, Mariëlle G. "Managerial behavior: een kwestie van moed." Maastricht : Maastricht : Universiteit Maastricht ; University Library, Maastricht University [Host], 2008. http://arno.unimaas.nl/show.cgi?fid=13175.
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Dekel, Shir. "The Psychology of Managerial Capital Allocation." Thesis, The University of Sydney, 2021. https://hdl.handle.net/2123/26452.
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Capital allocation decisions are critical for large organisations. Management research mainly considers such decisions from an organisational perspective, largely overlooking potential psychological influences. Therefore, this thesis investigated cognitive processes that affect capital allocation decisions. Three studies examined how participants integrated multiple kinds of cues when making their decisions. Each study presented participants with both statistical information and non-numerical semantic information. In each study, participants had the opportunity to leverage a statistical concept that arguably should be the sole basis of the decision. The first study showed participants sequential risky choices without intermittent feedback. Participants could have combined the risk across decisions to reduce the overall potential loss. However, they struggled to do this unless it was depicted visually. The second study asked participants to allocate a budget across a set of business projects. Participants could have used the variance associated with the provided forecast estimates to choose which metrics to use for the allocation. However, they only appropriately used this information when it was expressed verbally and did not when it was expressed numerically. In the third study, participants saw projects with conflicting statistical and anecdotal evidence. The anecdotes were either similar or dissimilar to the target project. Participants could have clarified the conflicting evidence by using provided information about the distribution from which the anecdote was sampled. However, they ignored this information. Despite this, participants’ use of the anecdote depended on its similarity to the target project. These results show that people’s capital allocation decisions are bounded by a limited understanding of certain statistical concepts, but that they are capable of more nuanced choice when properly scaffolded.
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Warwick, J. P. "University internationalisation strategies : a managerial perspective." Thesis, University of York, 2012. http://etheses.whiterose.ac.uk/3297/.
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The aim of this study is to evaluate university internationalisation strategies to determine what form they should take if they are to successfully achieve their intended outcomes. The study makes several contributions, filling gaps in the literature on the internationalisation of Higher Education (HE) and university management. The study synthesises ideas and concepts derived from three separate literatures: HE management; internationalisation of HE and strategic management to create a list of pre-requisite organisational qualities needed for the successful internationalisation of HE institutions. Empirical evidence is then gathered from four case studies based on 25 interviews of academics, managers and student representatives, supplemented by relevant secondary data. The research evidence suggests that the list of suggested pre-requisite organisational qualities may well be a useful indicator of the strength of university internationalisation strategies. Based on the evidence of the sample universities, the study finds that the main reason for a lack of progress towards the internationalisation of HE in the UK is not the lack of senior level interest or enthusiasm for the concept of internationalisation but weaknesses in institutional management. It appears that many universities lack the managerial skills and knowledge needed to implement and operationalise their internationalisation strategies. Those organisations that are more successful are those with more visible and committed leadership of the internationalisation agenda, coupled with the skills and ability to implement strategy. The study also identifies that HE internationalisation is shaped, communicated and understood in very different ways by stakeholders in different universities and at times even by stakeholders within the same organisation. As a result it is difficult to judge the success of internationalisation strategies because there is little shared understanding of what the concept entails.
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Shaikh, Sarah. "Managerial Career Concerns and Earnings Forecasts." Diss., The University of Arizona, 2015. http://hdl.handle.net/10150/556588.
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Using a novel setting, I examine the relation between a CEO's career concerns and the provision of an annual earnings forecast. Specifically, I exploit staggered changes in non-compete enforcement laws in three U.S. states as a source of exogenous variation in a CEO’s career concerns. Consistent with theory suggesting that career concerns increase a manager's aversion to risk, I find that a CEO is less likely to issue an earnings forecast in periods of stricter non-compete enforcement. Further, cross-sectional analyses indicate that the lower probability of forecast issuance is more pronounced for a CEO who has greater concern for his reputation, faces more risk in forecasting, and is more vulnerable to dismissal.
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Scheinert, Tobias. "Managerial optimism and corporate financial policies." Doctoral thesis, Humboldt-Universität zu Berlin, Wirtschaftswissenschaftliche Fakultät, 2014. http://dx.doi.org/10.18452/17068.
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Diese Dissertation besteht aus drei Essays, welche empirisch den Einfluss von Manager-Optimismus auf verschiedene unternehmenspolitische Entscheidungen untersuchen. Der Ausdruck Manager-Optimismus wird hierbei verwendet um Agenten (Manager) zu beschreiben, die im Interesse der Prinzipale (Aktionäre) zu handeln glauben, aber tatsächlich ins Positive verzerrte Vorstellungen über ihre eigenen Fähigkeiten und somit über die zukünftige Performance ihrer Firmen haben. Das erste Papier untersucht den Einfluss von Manager-Optimismus auf Ausstattungsmerkmale von Fremdkapitalverträgen. Konsistent mit nach oben verzerrten Erwartungen über die zukünftigen Cash Flows ihrer Firmen zeigt sich, dass Firmen mit übermäßig optimistischen Managern häufiger Performance abhängige Verträge nutzen und zugleich eine schlechtere Performance nach Aufnahme des Fremdkapitals aufweisen als solche mit rationalen Managern. Der zweite Artikel untersucht unternehmerisches Risikomanagement. Es stellt sich heraus, dass Firmen mit optimistischen Managern signifikant weniger wahrscheinlich Finanzderivate zur Absicherung ihrer Fremdwährungsrisiken nutzen als solche mit rationalen Managern. Dieses Verhalten ist mit einer Unterschätzung von Insolvenzkosten bzw. Kosten einer finanziellen Notlage konsistent. Der dritte Teil der Arbeit untersucht empirisch das Verhältnis zwischen Manager-Optimismus und der Nutzung von großen Abschreibungen im Rahmen von CEO-Wechseln. Nach dem Abgang von CEOs kann man häufig beobachten, dass deren Nachfolger ein so genanntes big bath accounting durchführen. Hierbei werden durch Abschreibungen Verluste dem Vorgänger zugeschrieben und Verdienste für zukünftige Performanceverbesserungen für sich beansprucht. In Übereinstimmung mit den verzerrten Erwartungen über zukünftige Cash Flows ihrer Firmen zeigt sich, dass Unternehmen, welche einen optimistischen Manager einstellen, weniger wahrscheinlich ein solches earnings bath durchführen, als Firmen, die rationale Manager einstellen.This thesis consists of three essays that empirically investigate to what extent managerial optimism affects corporate financial policy decisions. The term managerial optimism is used to describe agents (managers), who believe to act in the principals’ (shareholders’) best interest but in fact have upwardly biased views about their own abilities and consequently about the performance of their firms. The first paper investigates the impact of managerial optimism on debt contract design. Consistent with their upwardly biased view on their firm’s future cash flow, we find that firms with overly optimistic managers are more likely to choose performance sensitive debt (PSD) contracts and show worse post issue performance than firms with rational managers. The second paper analyzes corporate risk management. We find that firms with overly optimistic managers are significantly less likely to use financial derivatives to hedge their currency exposures than those with rational managers. This behavior is consistent with an underestimation of bankruptcy or financial distress costs by overly optimistic managers. The third paper empirically tests the relationship between managerial optimism and the use of large write-offs following CEO turnover. Subsequent to CEO turnover, it is often observed that incoming CEOs engage in this so called big bath accounting. Losses incurred during the big bath are attributed to the predecessors and the incoming CEOs take credit for future performance improvements. Consistent with their upwardly biased expectations concerning future firm cash flow, we find that firms hiring optimistic managers are less likely to experience an earnings bath in the year of the turnover than those hiring their rational counterparts.
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Burg, Valentin. "Three essays on managerial behavioral biases." Doctoral thesis, Humboldt-Universität zu Berlin, Wirtschaftswissenschaftliche Fakultät, 2015. http://dx.doi.org/10.18452/17235.
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Die vorliegende Arbeit untersucht in welchem Ausmaß Manager Optimismus finanzielle Entscheidungen von Unternehmen beeinflusst. Der erste Teil der Dissertation analysiert den Einfluss von Optimismus auf die Ausgabe von Fremdkapital. Optimistische Manager überschätzen die zukünftigen Erfolgsaussichten ihrer Firma. Daher könnten sie Verträge bevorzugen, die die Kuponzahlungen an die zukünftige Entwicklung des Kreditrisikos koppeln (sogenannte PSD Verträge). Diese Hypothese wird empirisch bestätigt. Ein weiteres Ergebnis der empirischen Analysen ist, dass in Firmen mit optimistischen Managern die Kreditqualität nach Ausgabe von PSD sinkt. Der zweite Teil untersucht den Zusammenhang zwischen Manager Optimismus und Spekulation mit Finanzderivaten in Unternehmen. Optimistische Manager, die ihre Fähigkeiten generell überschätzen, könnten irrtümlicherweise denken, dass sie mit Hilfe von Derivaten in der Lage sind den Markt zu schlagen und abnormale Renditen zu erzielen. Die Studie untersucht Derivatetransaktionen von Goldproduzenten in Nordamerika. Diese Industrie ist besonders interessant durch die ausführliche Ausweisung der Derivatepositionen und durch das klare Exposure zum Goldpreisrisiko. Das Ergebnis der Studie bestätigt die Hypothese dass optimistische Manager in größerem Ausmaß spekulieren und mit den Spekulationen letztendlich Verluste produzieren. Der letzte Teil der Arbeit untersucht die Auszahlungspolitik von Firmen mit optimistischen Managern. Optimistische Manager überschätzen durch ihre verzerrte Wahrnehmung den Wert der Firma und sollten daher eher zu Aktienrückkäufen als zu Dividendenzahlungen neigen. Die empirischen Ergebnisse der Arbeit bestätigen diese Voraussage. Optimistische Manager ersetzen Dividenden mit Aktienrückkäufen, das absolute Niveau der Auszahlungen unterscheidet sich jedoch nicht zwischen Firmen mit optimistischen und rationalen Managern.This work analyses the impact of managerial optimism on financial policies of firms. The first part investigates the effect of optimism on debt contract design. Optimistic managers overestimate the credit quality of their firms and should be more likely to issue debt contracts that link coupon payments to the future credit risk of their firms (PSD contracts). This prediction is confirmed empirically. Further, firms with optimistic managers that issue PSD experience future deteriorations in their credit quality. The second part analyses the relation between managerial optimism and corporate speculation with financial derivatives. Optimistic managers overestimate their abilities and should be more likely to time markets because they believe that they have superior market timing abilities. The study uses data on North American gold producers because these firms disclose detailed data on their derivative positions and have a clear exposure to the gold price. The empirical results confirm the prediction that optimistic engage in more speculation with financial derivatives and that the cash flow resulting from speculation is lower relative to firms with rational managers. The last past analyses the relation between managerial optimism and a firm’s payout policy. As a consequence of their biased beliefs, optimistic managers perceive their firm’s equity as undervalued and should therefore be more likely to prefer share repurchases over cash dividends. The empirical analyses confirm this prediction: Firms with optimistic managers use more share repurchases relative to firms with rational managers. However, the total amount of payouts does not differ between firms with optimistic and rational managers.
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Huang, You-Rong, and 黃宥蓉. "Managerial Ownership, Managerial Ability and Tax Avoidance." Thesis, 2019. http://ndltd.ncl.edu.tw/cgi-bin/gs32/gsweb.cgi/login?o=dnclcdr&s=id=%22107NCHU5385013%22.&searchmode=basic.
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碩士國立中興大學
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The tax planning is a big issue for the company''s operation. Because the taxation expense is the necessary expenditure of the company, it is a hot research topic in recent years to engage in tax avoidance activities to save the company''s tax expenditure. Due to the prosperity of multinational corporations, the complexity of the transaction and the pattern of tax avoidance are constantly changing. In the past, the study found that the ownership structure and manager''s ability will affect the tax evasion. Therefore, this study explores the relationship between managerial ownership, manager''s ability and tax on the theme of managers. This study uses the effective tax rate and book-tax difference as the proxy variables for tax avoidance, and considers the influence of managerial ownership and manager''s ability on tax avoidance. The effective tax rate is divided into book effective tax rate (BOOKETR), current effective tax rate (CURRENETR), and cash effective tax rate (CASHETR). All effective tax rates are measured by one-year, three-year average and three-year industrial adjustment; the difference between book-tax difference is divided into MPBTD and DDBTD. The manager''s ability is to calculate the company''s efficiency first by using the data envelopment method (DEA), and extract the manager''s ability from it. This study takes Taiwan listed companies from 2010 to 2017 as the research object, and defines the industry categories as biotechnology, chemical industry, electronics (semiconductor, computer and peripheral equipment, optoelectronics, communication network, electronics components, electronic access, information services, and other electronics industries. ). Our results find that when managers hold shares at ordinary levels, if the managers hold higher shares and have higher ability, they will not engage in tax avoidance. At this time, the agency problem can be solved not only by giving managers shares, but managers can also generate revenue for the company through their high ability; but if the manager is over-owned and has high ability, the manager will start to pursue personal self-interest and engage in rent-seeking behavior through tax avoidance policy.