CEO Compensation and Firm Performance in Hang Seng Index Company (Research Paper Sample)
Ch.1 Introduction
1.1 Background to the study
1.2 Justification of the study, for example
- literature gaps
- importance of the issues in HK/elsewhere
- theoretical and/or practical contributions of the study
- benefits / value of the research and findings (who and how)
1.3 Research aims and objectives
1.4 Definitions of terminology (if any)
1.5 Research plan
1.6 Potential limitations
1.7 Outline of dissertation (how the rest of the chapters are set out)
Ch.2 Literature Review
2.1 Introduction (briefly explain the main themes that will be explored in this chapter)
2.2 Concepts discussion
2.3 Theoretical framework of this study
2.4 Relationship to research questions
2.5 Hypotheses setting
2.6 Summary
Ch.3 Research Methodology
3.1 Introduction (identify and set out the key questions and / hypotheses that are going to
be tested)
3.2 Research method
3.3 Population and sample (e.g. sample size, sampling approach)
3.4 Scientific paradigm (key concepts of study validity, reliability and generalizability)
3.5 Data collection technique (e.g. survey technique, questionnaire design)
3.6 Measurement of key variables
3.7 Summary
Ch.4 Data Description
4.1 Introduction (how this chapter is divided into, etc…)
4.2 Results of data collection (write again how you collected the data, e.g, questionnaire,
response rate; secondary data from….; for how many years, how many companies,
etc)
4.3 Descriptive statistics for general information
4.4 Problems encountered and limitation
4.5 Suggested improvement for data collection
4.6 Summary
Ch. 5 Data Analysis
5.1 Introduction
5.2 Analysis of data
5.3 Examination of outliners (extraordinary items)
5.4 Examination of assumptions and hypothesis testing
5.5 Summary
Ch.6 Conclusions and Implications
5.1 Introduction (re-state the overall aim and objectives, why and how you achieve your
objectives, ie., research approach)
5.2 Conclusions about the hypotheses
5.3 Conclusions about the research questions (objectives have been met, partially met or
not)
5.4 Implications for theory and/or in practice (restate how the findings relate to those of
other studies you have described in chapter 2)
5.5 Conclusions of the study (talk about validity and reliability of your own study again
and acknowledge any limitations; also discuss the generalizability of your findings)
5.6 Limitations – it is optional as you may have included in 5.5
5.7 Implications and Recommendation for future research
Note: You may have 5 chapters only if you do not use primary data/survey to collect the data
for research analysis. Chapter 4 will be a combination of “Data Description and
Analysis”.
CEO Compensation and Firm Performance in Hang Seng Index Company
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Affiliation
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Background to the study
There has been a slew of investigations on the link between CEO pay and company performance. Executive pay practices, misunderstandings about the motivating power of certain remuneration and incentive schemes, and incorrect beliefs about the CEO's impact on company performance are all included in this discussion subject (Dorff 2014, Pepper 2015). As a consequence, proposals have been made for a radical change in CEO compensation and a cultural makeover to encourage risk-taking and innovation, as well as organizational learning in the event that things don't go according to plan. Executive compensation and performance bonuses have been discussed. Critics of CEO pay claim that the board of directors does not arrange the CEO's remuneration package in a way that maximizes shareholder value because of the top CEO's power on the board.
Recent studies are increasingly attempting to draw a connection between company performance and pay levels in light of the dramatic spike in CEO income over the preceding five years (Peng, Sun & Markóczy, 2015). Increases in CEO salary have been regarded, according to most research, to reduce the tendency of CEOs to opportunism, which minimizes their role in aligning CEO interests with those of organizational stakeholders. It is also becoming increasingly commonplace to employ pay combinations, bonuses, and other forms of remuneration to influence this set of executives (Li, Yang & Yu 2015). Pay structures must thus be designed in such a way as to take into consideration government rules, organizational objectives, and tax legislation to have the intended effect on business performance.
On the basis of recent research on UK companies, this paper will examine the relationship between firm performance
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