Browsing by Subject "Turnover"

Now showing 1 - 2 of 2
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    Examining Factors Which Influence Expatriate Educator Turnover in International Schools Abroad
    (2017-06) Gomez, Franklyn
    Abstract The purpose of this study is to determine factors affecting the departure of expatriate teachers and expatriate administrators from international schools. The sample for this study is expatriate administrators and expatriate teachers from schools associated with the Association for the Advancement of International Education (AAIE). Expatriate teacher departure is greatly influenced by the teacher’s age as well as the number of dependent children they have. Though not statistically significant, personal factors (i.e. relationships with family, retirement, and a feeling that it is time to move on) are frequently mentioned as reasons for departure. Supportive leadership and improved working conditions are both seen as potential means to pro-longing the expatriate teacher’s service at the international school. Expatriate administrators report that personal factors are influential in their reason for leaving an international position. Family concerns as well as retirement are often reported as a rationale for departure which falls under personal factors. The opportunity to professionally advance in another school is a potential reason to leave an international position as an expatriate administrator. Working conditions concerns also contribute to expatriate administrator turnover in international schools.
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    Financial reporting comparability and relative performance evaluation
    (2016-06) Nam, Jonathan
    There is limited large-sample empirical evidence in the U.S. that CEO compensation contracts use the accounting performance of peer firms as a benchmark to evaluate the CEO’s own-firm accounting performance (i.e., accounting-based relative performance evaluation, RPE). Given the anecdotal and empirical observation that firms do use their own accounting numbers in determining CEO compensation, the lack of evidence of accounting-based RPE presents a puzzle. My study questions whether the lack of evidence is attributable to a limitation of the conventional empirical research design used to test for RPE. I propose that efficient relative evaluation using peer-firm accounting performance requires that the peer firm has a comparable financial reporting system. Thus, I refine the selection of the peer group by matching the firm of interest with industry-size peer firms with high financial reporting comparability. I find strong empirical evidence of accounting-based RPE in determining CEO’s total compensation when financial reporting comparability is taken into account in peer selection. Consistent with expectations, I also find that accounting-based RPE is used more in determining cash compensation than equity compensation and its use increases in the fraction of CEO cash compensation to total compensation. I further find that, when the fraction of equity compensation declined during the recent financial crisis, the use of own-firm stock returns and price-based RPE in determining CEO’s total compensation declined as expected, but the use of own-firm accounting performance and accounting-based RPE continued to be significant. Overall, my results resolve the apparent inconsistency between the substantial anecdotal evidence and the lack of prior empirical support for accounting-based RPE in determining CEO compensation in the U.S.