Debt Maturity and Family Related Directors: Evidence From a Developing Market

Hussain, Hafezali Iqbal; Abidin, Irwan Shah Zainal; Ali, Azlan; Kamarudin, Fakarudin

doi:10.17512/pjms.2018.18.2.10

Cited by 21 publications

(13 citation statements)

References 48 publications

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“…And the family culture may have a significant impact on family founding firm performance where the successful story of family founding firms find the roles of participation and ethnic networks governing the entrepreneurial practice. However, the finding has been argued by Wee, Mohammed Dahlan and Hasliza Abdul Halim (2015) which explained the functions of family business that are purely based on cultural factors need for a thorough examination (Hussain et al, 2018).…”

Section: Introductionmentioning

confidence: 90%

Incentive Effects of Granting Equity-Based Payment on Reducing Top Executive Turnover

Ismail¹,

Ahmad²,

Norwani³

et al. 2019

RWE

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The main focus of the study is to examine the incentive effect of granting equity-based payments for reducing turnover among the executives. In specific, the study was guided on determining the influencing effects of managerial ownership and equity-based payment may reduce executive turnover among the Malaysian Listed companies. From the analysis, the main finding shows that firms with equity-based programme with a presence of family control indicates that turnover is likely to be a lower. This implies that family ties play a significant role for removing of inefficient executives. And, where the family members are also served as the board members, the likelihood to shield from being removed is consistent with the management entrenchment hypothesis. Then, extended examination results for the mix pay components of cash and equity reveal the turnover is found to produce less incentive for executives to stay in the firm. The result implies that executives are willing to lose their equity benefits from unexercised value of shares equity and nd the firms fail to restrain executives’ departure as the findings documented in past studies.

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Section: Introductionmentioning

confidence: 90%

Incentive Effects of Granting Equity-Based Payment on Reducing Top Executive Turnover

Ismail¹,

Ahmad²,

Norwani³

et al. 2019

RWE

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“…As a result, BOD could influence firm performance in many ways. Among them are corporate social responsibility (Sheela et al, 2016) and disclosure (Hussain, Rigoni & Orij, 2018;Omar & Amran, 2017), debt composition (Hussain, Ali, Thaker, & Ali, 2019) earning management (Abdullah, et al, 2018;, financial performance (Saidat, et al, 2019;Jubilee et al, 2018;Bhatt & Bhatt, 2017;Low et al, 2015), financial stability (Lassoued, 2018), investment (Badru et al, 2019), risk management (Poletti-Hughes & Briano-Turrent, 2019; Sanusi et al, 2017), stock market liquidity (Amer, Hussein, & Ali 2017), sustainability (Hussain et al, 2018), and tax aggressiveness (Kim & Zhang, 2016).…”

Section: Board Of Directors and Firm Performancementioning

confidence: 99%

Board of Directors and Firm performance: the moderating effect of women directors

2020

BJSSH

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“…For example, Mahy et al (2015) found that the positive effect of over-education on firm productivity is greater at firms with a higher share of high-skilled jobs in high-tech/knowledge-intensive industries that evolving in a more uncertain economic environment. In fact, there have been many studies shown that firms with greater human capital stock tend to be more productive than firms with less human capital stocks accumulation (Acemoglu & Angrist, 2001;Moretti, 2004bMoretti, , 2004cFu, 2007;Liu, 2007;Sand, 2013;Mohamed Noor et al, 2017;Hussain et al, 2018).…”

Section: Theoretical Background Overqualification and Regional Economentioning

confidence: 99%

Regional Economic Growth in Malaysia: Does Aggregate Overqualification Matter?

Zakariya¹,

Hermanssons²,

Yin³

et al. 2019

RWE

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This paper explores the impact of aggregate overqualification on regional economic growth in Malaysia from 2005 to 2017 using Dynamic Panel Data (DPD) approach. The aggregate overqualification was gauged as the percentage of workers with at least a bachelor’s degree qualification who employed in an occupation below than the professional job level. Following the method, while the incidence stood at 1 percent, it was however higher in Kuala Lumpur (4.4 percent) and Selangor (3.9 percent) and was much lower in Perak (-0.26 percent) and Perlis (-0.12 percent). Moreover, the incidence was higher after 2010. Empirical findings revealed strong evidence of negative impact of the aggregate overqualification on regional economic growth. Yet, the magnitudes of the effect were smaller, between 0.02 and 0.03. Further analysis revealed the negative impact was greater in most developed states and for the period after 2010. The findings depict that there is a growth penalty for not being fully utilised the knowledge and skills of highly educated workers at the regional labour market.

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Debt Maturity and Family Related Directors: Evidence From a Developing Market

Cited by 21 publications

References 48 publications

Incentive Effects of Granting Equity-Based Payment on Reducing Top Executive Turnover

Incentive Effects of Granting Equity-Based Payment on Reducing Top Executive Turnover

Board of Directors and Firm performance: the moderating effect of women directors

Regional Economic Growth in Malaysia: Does Aggregate Overqualification Matter?

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