Corporate tournaments and executive compensation: Evidence from the U.K

By M. Conyon, Simon I. Peck, Graham V. Sadler. 2001

248 citations recorded by the source corpus.

Subfields: Accounting, Finance, Safety Research

View Paper: https://www.semanticscholar.org/paper/4779c640f56c16f468e68afdb334eba2938f211c

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In Accounting

1. Jiangyong Lu
2. Xiaohui Liu
3. A. Chizema
4. Rob Simmons
5. Ziming Cai
6. K. Lee
7. Gillian Yeo
8. Lan Gao

In Finance

1. Rob Simmons
2. Ziming Cai
3. K. Lee
4. Gillian Yeo
5. Lan Gao
6. Baruch Lev
7. Jiangyong Lu
8. Hari Bapuji

In Safety Research

1. Rob Simmons
2. Ziming Cai
3. Jiangyong Lu
4. Hari Bapuji
5. Jing Chen
6. Xiaohui Liu
7. Bernd Frick
8. M. Ezzamel

Citations in the corpus

• Managerial power theory, tournament theory, and executive pay in China (2011, methodology): “…viewed as competing in a tournament, where prizes are fixed in advance and tournament participants expend effort to increase the likelihood of winning a prize where what matters is not the absolute level of performance, but how well one does in relation to other competitors (Conyon et al., 2001).”
• Politically connected boards and top executive pay in Chinese listed firms (2015, background): “Jensen and Murphy, 1988), human capital theory (Hogan and McPheters, 1980), transaction cost economics (Ofek and Yermack, 2000), agency theory (Gibbons and Murphy, 1992; Tosi, Katz and Gomez-Mejia, 1997), tournament theory (Conyon et al., 2001; Main, O’Reilly and Wade, 1993) and managerial power the”
• Executive Compensation: A Multidisciplinary Review of Recent Developments (2007, unknown): “For example, Bloom (1999) concluded that pay dispersion among professional athletes had a negative effect on team performance, whereas Conyon, Peck, and Sadler (2001) found no relationship between pay dispersion and firm performance.”
• Individuals, interactions and institutions: How economic inequality affects organizations (2015, background): “Although researchers adopting tournament theory arguments have pointed to the performance benefits of pay dispersion (Conyon et al., 2001) and contingencies of the pay dispersion and performance relationship are still being explored, it is safe to conclude that unexplained or excessive pay…”
• The impact of managerial quality on organizational performance: evidence from German soccer (2008, methodology): “Using stochastic production frontier analysis, we shall show that both coaching and playing inputs contribute to team success in the league.”
• Executive pay dispersion, corporate governance, and firm performance (2008, background): “packages, and their sensitivity to firm performance (Lambert and Larcker (1987), Jensen and Murphy (1990), Yermack (1995), Hall and Liebman (1998), Core et al. (1999), Murphy (1999), and Bryan et al.”