We have analyzed retrospectively the records of 89 patients with Graves' disease who were treated with radioiodine between 1980-88 and whose ophthalmopathy was recorded in a uniform manner initially and after 5 and 12 months. Moreover information on progression of eye disease was obtained by telephone for all patients after an average of 72 months. Pretreatment endocrine ophthalmopathy (class greater than or equal to 1 of classification of American Thyroid Association) was present in 34% of the patients. Eight patients developed proptosis over 20 mm, 7 patients severe ophthalmopathy (classes 4 to 6), 5 patients required special treatment for eye disease. Among the 30 patients with initial ophthalmopathy, severe ophthalmopathy (5 of 30; p less than 0.05) and proptosis greater than 20 mm 16 of 30; p less than 0.05) developed in significantly more cases than in patients with no pretreatment ophthalmopathy. The data suggest that hyperthyroid patients with pretreatment ophthalmopathy are at risk for developing severe ophthalmopathy after 131I treatment.
Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Abstract This paper analyzes the role of corporate culture in the financial industry. Theoretical literature emphasizes the role of corporate culture in the sorting process of workers into firms. We take this argument to the empirics and analyze whether banks that differ in their corporate culture use different compensation schemes in order to attract a specific type of workers. In a second step, we combine the role of corporate culture with the literature on CEO compensation and risk-taking and analyze empirically the impact of corporate culture on banks' risk-taking as well as on banks' performance. More precisely, we argue that the incentives arising from CEO compensation schemes are diluted once we control for the self-sorting mechanism of CEOs in firms with different corporate cultures. We find that CEOs of banks with a strong competition-oriented corporate culture have a larger share of variable payments in their total compensation. Moreover, we find that a more competitionoriented corporate culture is associated with a higher credit risk as well as with a higher buy-and-hold stock market return.
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