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Relying on macro theories (agency and organizational control) as well as micro theories (goal setting and expectancy), this study investigates the impact of profit-sharing plan (PSP) adoption on the value creation process of financial services firms. The study relies on a comprehensive methodological approach that is both quantitative, with a dual cross-sectional/longitudinal (pre-post) design that compares PSP adopters with a control group of PSP non-adopter firms, and qualitative through interviews with some adopting firms' managing directors. Results show that firms adopting a PSP enhance their profitability in comparison to both their own prior performance and to firms that are not adopting a PSP. Results also show that the adoption of a PSP: (a) positively influences only profit drivers that are under employee control; and (b) is more likely to have a long term, positive impact on external profit drivers than on internal profit drivers. Qualitative data from field interviews corroborate and enrich these quantitative findings.

This study examines the links between personality and the relative attraction of various total rewards components. A survey approach is adopted, with 967 individuals completing a questionnaire. These individuals are currently employed. Results show that, after controlling for the effects of several demographic variables, “Big-Five” personality traits do affect individuals’ attraction to the following total rewards components: quality of work and of social relationships, development and career opportunities, variable pay, indirect pay, flexibility of working conditions, and prestige. Among Big-Five personality traits, openness to experience best predicts the relative importance employees give to the various total rewards components.

This article provides a synthesis of academic research on director compensation, the ultimate purpose being the identifi cation of practices that are measurably linked with value creation. From a methodological perspective, mapping director compensation into fi rm performance is extremely diffi cult as there are many other aspects of governance and management that ultimately affect fi rm performance. The article focuses on specifi c components or aspects of director compensation. What is deemed to be the ' Best ' practice in director compensation evolves over time. In parallel, the popularity of stock options as a compensation strategy for corporate directors has waned, with full-value equity unit grants (typically with vesting and ownership conditions) emerging as the preferred approach. Similarly, while earlier fi ndings show stock option grants as a director compensation tool to be value enhancing, more recent fi ndings revisit the issue and mostly support the use of full-value unit equity-based compensation. Overall, it appears that equity-based compensation for directors translates into value creation by enhancing directors ' monitoring focus. However, its effectiveness is conditional upon a fi rm ' s context, with greater improvements in performance being observed when fi rms start from a weak governance base. Moreover, there are several ethical dimensions, which must be addressed in the elaboration of any Correspondence: M. Magnan Professor and Lawrence Bloomberg Chair in Accountancy, John Director compensation must be high enough to attract high-caliber individuals and toreward them for their responsibilities, but not so high as to potentially impair their objectivity, judgment and independence. 2. Director compensation must be set in a transparent and objective way, with clear benchmarks that refl ect the most plausible talent markets. 3. A signifi cant proportion of director compensation must be ' locked in ' for the long term (5 -10 years). 4. Director compensation must not be based upon the attainment of short-term objectives or goals, but rather based on the long-term success of the organisation predominantly while not encouraging excessive risk taking.

International audiencePurposeThe purpose of this paper is to explore the relations between the life-domain interactions (i.e. interactions between the personal and professional lives) of internationally mobile employees (IMEs) and their well-being and to examine whether these links are different for assigned expatriates (AEs) and self-initiated expatriates (SIEs).Design/methodology/approachQuestionnaire data were collected from 284 IMEs including 182 SIEs, and 102 AEs. Two measures of IMEs’ well-being were used: subjective, namely satisfaction with life, and psychological well-being (PWB), which refers to self-acceptance, personal growth, and reaching for life goals. Life-domain interactions were measured from a conflict and an enrichment perspective, each in two directions: Work Life → Personal Life (WL → PL) and Personal Life → Work Life (PL → WL).FindingsRegression analyses confirm that IMEs’ life-domain conflicts (WL → PL and PL → WL) have an adverse impact on their subjective and PWB, IMEs’ life-domain enrichments account for their subjective well-being over and above what is explained by their life-domain conflicts, the relationship between WL → PL conflicts and subjective well-being is more negative among SIEs than among AEs.Practical implicationsThis study underscores the need for both employers and IMEs to take action not only to reduce conflicts but also to promote enrichments between their personal and their professional lives. It is of particular importance to reduce the WL → PL conflict of SIEs, often left to fend for themselves, because it has a significant negative impact on their subjective well-being.Originality/valueThis study innovates in using conservation of resources theory and recent theoretical work linking this theory with the interplay between personal and professional lives to understanding SIEs’ and AEs’ well-being

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This study investigates how the relationship between bank performance and executive compensation is affected by the degree of an executive’s managerial discretion. Managerial discretion is captured by two industry‐specific attributes: a bank’s strategic domain, and its regulatory environment. Executive compensation is found to be more related to bank performance in a context of high managerial discretion than in a context of low managerial discretion. © 1997 by John Wiley & Sons, Ltd.

Cette étude propose et teste un modèle structurel des déterminants et des effets du conflit travail-famille mesuré de manière bidirectionnelle. Les données ont été collectées par questionnaire auprès de 1 356 employés ayant des responsabilités parentales. En général, les résultats confirment la qualité de l’ajustement du modèle proposé. Des recommandations sont exprimées pour favoriser un meilleur équilibre emploi-famille parmi le personnel et pour minimiser les conséquences négatives du conflit travail-famille tant pour les employés que pour les employeurs.The purpose of this article is twofold: (1) to analyze the bi-directional work-family conflict, i.e., the influence of work characteristics on an employee’s family life (work→family conflict) and the influence of family characteristics on an employee’s professional life (family→work conflict) and, (2) to assess the validity of a structural model that encompasses both the determinants and the implications of both types of work↔family conflicts. To the best of our knowledge, the proposed structural model is the most exhaustive ever proposed for the investigation of work-family conflicts. Moreover, the study innovates by investigating a sample of Canadian organizations.The research model investigates the determinants of both the work→family and family→work conflicts as well as the implications of each conflict on an individual’s life, either at work or at home (family). The implications of both conflicts on an individual’s overall life satisfaction are also measured. According to the model proposed in the paper, work characteristics such as organizational support, work involvement and professional roles should influence the work→family conflict while family characteristics such as family commitment, the number of children and spouse support should influence the family→work conflict. In addition, we argue that both the implications from the work→family conflict that are related to an individual’s professional life (satisfaction and job performance) and the implications from the family→work conflict that are related to an individual’s family life (satisfaction toward family life and spousal relations) influence a person’s overall life satisfaction.Analyses rely on data drawn from a questionnaire that was developed by the authors. The study was made possible by the support of the Confederation of National Trade Unions (CNTU), a major Quebec labour movement, through its Women’s Office. Initially, the research team called executive members from each the seven labour federations comprising the CNTU to enquire if they would be willing to participate in the study and, if so, how many questionnaires should be sent to them by the Office. The only pre-requisite condition to respond to the questionnaire was for an employee’s to be supporting at least one child. Respondents put the completed questionnaire in a pre-addressed envelope to be received by one member of the research team. Respondents could either send the envelope directly to the research team or to a member of the...