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dc.contributor.advisorJurajda, Štěpán
dc.creatorPaligorova, Teodora
dc.date.accessioned2018-10-02T16:53:45Z
dc.date.available2018-10-02T16:53:45Z
dc.date.issued2007
dc.identifier.urihttp://hdl.handle.net/20.500.11956/11696
dc.description.abstractEssays on Managerial Pay Structures Teodora Paligorova Abstrakt v češtině - soubor nenalezencs_CZ
dc.description.abstractEssays on Managerial Pay Structures By Teodora Paligorova ABSTRACT This dissertation explores three different aspects of managerial compensation: its tournament structure, its gender differences, and the effect of corporate governance on executives' pay for performance and pay for luck. In the first two essays, I rely on wage records of Czech managerial employees around the time of the Czech Republic's accession to the EU. The third essay employs the U.S. ExecuComp data set to compare executive compensation before and after the passage of the Sarbanes-Oxley Act of 2002. The topics were inspired by the dramatically changing role of managers in modern firms in the recent years. In the command economy, where the state was the largest owner, managers were not motivated explicitly to pursue a firm's prosperity. However, with the transition to a market economy, managerial contracts have started to be perceived as an important incentive device. In the first chapter, I examine the structure of wages among Czech managers in a representative sample of medium and large firms in the context of tournament theory of compensation. It addresses how managers compete to be promoted at better paid jobs and how pay increases at an increasing rate across hierarchical levels. Consistently with this theory, I find that the...en_US
dc.languageEnglishcs_CZ
dc.language.isoen_US
dc.publisherUniverzita Karlova, Fakulta sociálních vědcs_CZ
dc.titleEssays on Managerial Compensationen_US
dc.typedizertační prácecs_CZ
dcterms.created2007
dcterms.dateAccepted2007-12-14
dc.description.departmentCERGEcs_CZ
dc.description.facultyFaculty of Social Sciencesen_US
dc.description.facultyFakulta sociálních vědcs_CZ
dc.identifier.repId175931
dc.contributor.refereeConyon, Martin J.
dc.contributor.refereeEriksson, Tor
dc.identifier.aleph002068364
thesis.degree.namePh.D.
thesis.degree.leveldoktorskécs_CZ
thesis.degree.disciplineEconomicsen_US
thesis.degree.disciplineEkonomiecs_CZ
thesis.degree.programEkonomické teoriecs_CZ
thesis.degree.programEconomic Theoryen_US
uk.thesis.typedizertační prácecs_CZ
uk.taxonomy.organization-csFakulta sociálních věd::CERGEcs_CZ
uk.faculty-name.csFakulta sociálních vědcs_CZ
uk.faculty-name.enFaculty of Social Sciencesen_US
uk.faculty-abbr.csFSVcs_CZ
uk.degree-discipline.csEkonomiecs_CZ
uk.degree-discipline.enEconomicsen_US
uk.degree-program.csEkonomické teoriecs_CZ
uk.degree-program.enEconomic Theoryen_US
thesis.grade.csProspěl/acs_CZ
thesis.grade.enPassen_US
uk.abstract.csEssays on Managerial Pay Structures Teodora Paligorova Abstrakt v češtině - soubor nenalezencs_CZ
uk.abstract.enEssays on Managerial Pay Structures By Teodora Paligorova ABSTRACT This dissertation explores three different aspects of managerial compensation: its tournament structure, its gender differences, and the effect of corporate governance on executives' pay for performance and pay for luck. In the first two essays, I rely on wage records of Czech managerial employees around the time of the Czech Republic's accession to the EU. The third essay employs the U.S. ExecuComp data set to compare executive compensation before and after the passage of the Sarbanes-Oxley Act of 2002. The topics were inspired by the dramatically changing role of managers in modern firms in the recent years. In the command economy, where the state was the largest owner, managers were not motivated explicitly to pursue a firm's prosperity. However, with the transition to a market economy, managerial contracts have started to be perceived as an important incentive device. In the first chapter, I examine the structure of wages among Czech managers in a representative sample of medium and large firms in the context of tournament theory of compensation. It addresses how managers compete to be promoted at better paid jobs and how pay increases at an increasing rate across hierarchical levels. Consistently with this theory, I find that the...en_US
uk.file-availabilityV
uk.publication.placePrahacs_CZ
uk.grantorUniverzita Karlova, Fakulta sociálních věd, CERGEcs_CZ
thesis.grade.codeP


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