We rigorously investigate the multifaceted effects of financial regulation and supervision on bank stability using panel data for 2210 banks across 47 European countries over the period 2000-2016. The CAMELS rating system is applied to quantile regressions. We find that greater capital regulation is positively associated with bank stability, whilst tighter restrictions, deposit insurance and excess of supervision appear to exert an adverse effect on bank stability. These effects are more pronounced among banks at a higher level of stability. It also appears that commercial banks, smaller banks and banks in emerging countries are relatively sensitive to regulatory shocks.

This study investigates the multifaceted effects of board characteristics and ownership on firm performance. Using panel data for 130 listed firms over the period 2009-2016 and after applying the SORM-DEA to OLS, quantile and 3SLS regressions. We explore the first empirical evidence showing that board characteristics tend to have multifaceted effects in explaining firm performance. Executive compensation has a positive influence in expounding firm performance. In contrast, political connections have a negative impact on firm performance. Further, the findings indicate that foreign ownership and CEO chair duality are positively related to firm performance. These effects are more pronounced in periods of high oil prices, while foreign ownership and CEO chair duality fail to explain firm performance in a period of low oil price. The results also reveal that CEO educational background has a significant effect on performance in service firms compared with industrial firms. The outcomes of this study provide important implications for investors and policymakers.

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The purpose of this research is to identify the effects of financial and non-financial compensation on employees’ turnover intention at Saudi Aramco after an initial public offering (IPO). A questionnaire was used for collecting data from 142 participants, and a simple linear regression model was used to analyse the survey results. This study revealed that the respondents agree that financial compensation is an important factor in their tendency to continue working at their company and that training is another important factor that motivates them to stay. Further, the results show that financial compensation affects employees’ turnover intentions, training positively affects their retention at their respective company, and promotion policies correlate with their turnover intentions. The study recommends that companies in the energy sector should give more attention to financial compensation, training, and promotion to motivate employees to remain in their companies. According to the research results, there are positive relationships between retention and continuing in a company based on the independent variables of financial compensation, training, and promotion.