The Value Relevance of Forced Top Management Departures

This paper studies the value relevance of management turnover based on a sample of Dutch events. Consistent with previous studies we find weak or insignificant aggregate announcement effects on stock prices. The evidence is in conflict with effective internal monitoring from which positive abnormal returns would result. The hypothesis is that two opposing forces underlie the inconclusive result: (1) A positive real effect of the unanticipated forced resignation of a poor performing manager and (2) A negative information effect if the change signals worse management performance than anticipated. To test the hypothesis, announcement effects on trading volumes are analyzed too. Our conclusion supports the hypothesis: forced management departures are value relevant.top management turnover/resignations/changes; corporate governance; internal monitoring; value relevance; event study.

Performance measurement, expectancy and agency theory: an experimental study

Theoretical analyses of (optimal) performance measures are typically performed within the realm of the linear agency model. This model implies that, for a given compensation scheme, the agent's optimal effort is unrelated to the amount of noise in the performance measure. In contrast, expectancy theory as developed by psychologists predicts lower effort levels for noisier performance measures. We conduct a real effort laboratory experiment and find that effort levels are invariant to changes in the distribution of the noise term, i.e. to expectancy. This suggests that enriching the economic (linear agency) model commonly applied within this area by including an expectancy parameter is not needed

The Effects of Performance Measurement and Compensation on Motivation

This paper analyzes empirically the relationship between pay and performance. Economic and psychological theories predict that the design and implementation of a performance measurement and compensation system affect the motivation of employees. Our survey results demonstrate a positive relationship between the perceived characteristics of the complete compensation system and extrinsic motivation. Intrinsic motivation is not affected by the design of monetary compensation, but by promotion opportunities. The compensation system also significantly affects work satisfaction and turnover intent. Our results have both managerial as well as policy implications

The impact of entrepreneurship education on entrepreneurship competencies and intentions: an evaluation of the junior achievement student mini-company program

This paper analyzes the impact of a leading entrepreneurship education program on college students' entrepreneurship competencies and intentions using an instrumental variables approach in a difference-in-differences framework. We exploit that the program was offered to students at one location of a school but not at another location of the same school. Location choice (and thereby treatment) is instrumented by the relative distance of locations to parents' place of residence. The results show that the program does not have the intended effects: the effect on students' self-assessed entrepreneurial skills is insignificant and the effect on the intention to become an entrepreneur is even significantly negative

Why are the returns to education higher for entrepreneurs than for employees?

We compare the returns to education (RTE) for entrepreneurs and employees, based on 19 waves of the NLSY database. By using instrumental variable techniques (IV) and taking account of selectivity, we find that the RTE are significantly higher for entrepreneurs than for employees (18.3 percent and 9.9 percent, respectively). We perform various analyses in an attempt to explain the difference. We find (indirect) support for the argument that the higher RTE for entrepreneurs is due to fewer (organizational) constraints faced by entrepreneurs when optimizing the profitable employment of their education

Returns for entrepreneurs vs. employees: the effect of education and personal control on the relative performance of entrepreneurs vs. wage employees

How valuable is education for entrepreneurs' performance as compared to employees'? What might explain any differences? And does education affect peoples' occupational choices accordingly? We answer these questions based on a large panel of US labor force participants. We show that education affects peoples' decisions to become an entrepreneur negatively. We show furthermore that entrepreneurs have higher returns to education than employees (in terms of the comparable performance measure 'income'). This is the case even when estimating individual fixed effects of the differential returns to education for spells in entrepreneurship versus wage employment, thereby accounting for selectivity into entrepreneurial positions based on fixed individual characteristics. We find these results irrespective of whether we control for general ability and/or whether we use instrumental variables to cope with the endogenous nature of education in income equations. Finally, we find (indirect) support for the argument that the higher returns to education for entrepreneurs is due to fewer (organizational) constraints faced by entrepreneurs when optimizing the profitable employment of their education. Entrepreneurs have more personal control over the profitable employment of their human capital than wage employees