Sustainability performance and board compensation in Japan and ASEAN-5 countries

Vahdati, Sahar; Wan‐Hussin, Wan Nordin; Ariffin, Mohd Shazwan Mohd

doi:10.1016/j.bir.2022.12.004

Cited by 9 publications

(5 citation statements)

References 53 publications

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“…Thus, H4 in this study is not supported. Agreeing with the previous study in regards to the relationship between boards' compensation and sustainability performance [64], the negative relationship is due to the fact that board total compensation which consists of many components, such as severance or welcome payments, share-based remuneration, retirement savings, and variable monetary rewards [65] is not solely based on the sustainability performance of the company but more on the other company's performance indicator. this test result presumably implies that board compensation in Indonesia, Malaysia, Singapore, and Thailand is not closely tied to the company's sustainability performance, and boards are rewarded for enhancing the company's performance in a non-ESG related section as the shareholders' interest is not heavily focused on the sustainability sector of the company as per now [66].…”

Section: Resultsmentioning

confidence: 83%

Corporate sustainability performance and board attributes: Cross-country analysis on infrastructure and real estate companies from ASEAN countries

Febrian,

Lay,

Putri Hendratno

2023

E3S Web Conf.

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Businesses have encompassed their stakeholders’ interests into a set of reporting which reflects all of their ESG related activities. Sustainability reporting is considered to bring value to firms not only concerning profitability but also the long-term sustainability. Settled amid country-level development, we purposely consider the impact of real estate and infrastructure industries and select ASEAN countries to investigate the relationship between firms’ sustainability performance and board independence, board diversity, number of meetings, and the total compensation paid. This paper strives to investigate how these board characteristics play a role in decision making to contribute to the quality of sustainability performance reflected in the reporting. We find how our dependent variable acts differently from each explanatory. First, we find that board independence dictates the quality of sustainability performance which is emphasized by how they bring key issues related to stakeholders. Second, women’s composition on the board structure does not evidently reflect the caliber of sustainability performance. Third, we find that the frequency of board meetings may include useful discussion regarding ESG matters as it positively aligns with sustainability performance. Furthermore, the compensation may not be the vital driver of directors’ ESG- related goals since the compensation may include miscellaneous objectives.

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Section: Resultsmentioning

confidence: 83%

Corporate sustainability performance and board attributes: Cross-country analysis on infrastructure and real estate companies from ASEAN countries

Febrian,

Lay,

Putri Hendratno

2023

E3S Web Conf.

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show abstract

“…Ahmed et al (2021) Compensation is a form of payment or reward intended for employees stemming from the consequences of their work. Vahdati et al (2022) state that compensation is the output and benefits employees receive in wages and the same award as exchanging money for employees to improve job satisfaction. The work environment is an environment in which these employees work in which there are conditions in which the employees work.…”

Section: Source: Results Of Research Data Processing 2023mentioning

confidence: 99%

Is compensation and work environment a trigger for job satisfaction? Empirical Study on CV Saba Footwear Tangerang

Kurniawati,

Suranah,

Rahmawati

et al. 2024

ijafibs

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Job satisfaction is the feeling that every employee has about pleasure in their job, which is obtained from job evaluations—effective management thinking about the importance of human resources. Employee job satisfaction is an important factor influencing success. In an organization, this is one of the most important functions of a company. This study aims to determine the variables that affect employee job satisfaction and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with 30 respondents drawn into samples using non-probability sampling and saturated sampling / total sampling. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee job satisfaction cannot be affected by compensation because compensation has been in line with employee expectations. The second hypothesis states that the work environment influences employee job satisfaction. The third hypothesis is that employee performance is influenced by employee compensation and work environment, which can simultaneously increase employee job satisfaction. This research is expected to provide theoretical contributions to the literature in this context, certainly in the context of human resource management

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“…Ahmed et al (2021) Compensation is a form of payment or reward intended for employees and arising from the consequences of their work. Vahdati et al (2022) state that compensation is the output and benefits employees receive in the form of wages and the same award as the exchange of money for employees to improve performance.…”

Section: Source: Results Of Research Data Processing 2023mentioning

confidence: 99%

Empirical study on improving teacher performance with organizational culture and compensation

Ulum,

Nawawi,

Aldiansyah

et al. 2024

ijafibs

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Organizations can achieve success through their resources, especially human resources. Therefore, employees become the driving force in making a real contribution to the organization's success on an ongoing basis. This study aims to determine the variables that affect teacher performance and develop a theoretical basis and research model. This study used the associative descriptive quantitative method with a population of 37 respondents drawn into samples using non-probability sampling using saturated sampling / total sampling methods—data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis is that organizational culture affects teacher performance. Thus, the second hypothesis states that teacher performance is affected by compensation, meaning that the more appropriate the prize, the more teacher performance increases. The third hypothesis is that teacher performance is influenced by organizational culture and balance that can simultaneously improve teacher performance. This research is expected to make theoretical contributions to the literature in this context, certainly in the context of human resource management.

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Sustainability performance and board compensation in Japan and ASEAN-5 countries

Cited by 9 publications

References 53 publications

Corporate sustainability performance and board attributes: Cross-country analysis on infrastructure and real estate companies from ASEAN countries

Corporate sustainability performance and board attributes: Cross-country analysis on infrastructure and real estate companies from ASEAN countries

Is compensation and work environment a trigger for job satisfaction? Empirical Study on CV Saba Footwear Tangerang

Empirical study on improving teacher performance with organizational culture and compensation

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