Choice of Peers for Relative Performance Evaluation in Executive ...

We examine whether RPE awards, particularly the peer group, are structured in a manner consistent with economic theory.

The Choice of Peers for Relative Performance Evaluation in ...

For RPE awards using a custom peer group, we find that the custom group is significantly more effective than four plausible alternative peer ...

The Choice of Peers for Relative Performance Evaluation in ...

Relative performance (RPE) awards have become an important component of executive compensation. We examine whether RPE awards, particularly the peer group, are ...

The Choice of Peers for Relative Performance Evaluation in ...

Relative performance evaluation (RPE) awards have become an important component of executive compensation. We examine whether RPE awards, particularly the ...

"The Choice of Peers for Relative Performance Evaluation in ...

Relative performance (RPE) awards have become an important component of executive compensation. We examine whether RPE awards, particularly the peer group, ...

The Choice of Peers for Relative Performance Evaluation in ...

For RPE awards using a custom peer group, we find that the custom group is significantly more effective than four plausible alternative peer groups at filtering ...

Peer Groups in Executive Compensation - jstor

ABSTRACT: This study examines the explicit use of relative performance evaluation. (RPE) in executive compensation contracts and the selection of RPE peers.

The Choice of Peers for Relative Performance Evaluation in ...

Abstract: Relative performance evaluation (RPE) awards have become an important component of executive compensation. We examine whether RPE ...

Relative Performance Evaluation and the Peer Group Opportunity Set

The key feature of a relative performance plan is that executives' pay is determined based on the performance of their firm compared to the ...

Peer-Specific Knowledge and Peer Group Properties in Relative ...

Although relative performance evaluation (RPE) represents an important compensation practice, selecting a relevant peer firm poses a ...

Peer firms in relative performance evaluation - ScienceDirect.com

Relative performance evaluation (RPE) in chief executive officer (CEO) compensation provides insurance against external shocks and yields a more informative ...

Peer Firms in Relative Performance Evaluation

Relative performance evaluation (RPE) in CEO compensation provides insurance against external shocks and yields a more informative measure of CEO actions.

Relative Performance Evaluation and the Peer Group Opportunity Set

These choices relate to competitive sabotage concerns and rent-extraction, respectively. Keywords: relative performance evaluation, peer groups, executive ...

Relative Performance Evaluation in CEO Compensation

well as the choice of performance peers. We find that, for ... peer group to annually evaluate both executive officer pay levels and Company performance.

Peer Firms in Relative Performance Evaluation

In my forthcoming Journal of Accounting and Economics paper Peer Firms in Relative Performance Evaluation, I study how the choice of peer group ...

Relative Performance Evaluation and Related Peer Groups in ...

In Section IV, we examine potential determinants of RPE use in executive compensation contracts. Section V investigates the selection process of RPE peers.

Relative Performance Evaluation and Strategic Peer‐Harming ...

Specifically, we leverage heterogeneity in CEOs' peer-harming incentives based on the metric(s) used to assess relative performance (e.g., stock ...

Relative Performance Evaluation and Related Peer Groups in ...

This study examines the explicit use of relative performance evaluation (RPE) in executive compensation contracts and the selection of RPE peers.

Relative Performance Evaluation and Related Peer Groups in ...

... relative performance evaluation (RPE) in executive compensation contracts and the selection of RPE peers.... | Find, read and cite all the research you need ...

Relative performance evaluation and executive compensation

Considering the nature of companies, we find that non-SOEs are more likely to use RPE. We select peer groups using both the traditional method of Janakiraman et ...