HEC Montréal

About: HEC Montréal is a education organization based out in Montreal, Quebec, Canada. It is known for research contribution in the topics: Context (language use) & Vehicle routing problem. The organization has 1221 authors who have published 5708 publications receiving 196862 citations. The organization is also known as: Ecole des Hautes Etudes Commerciales de Montreal & HEC Montreal.

Green or Greed? An Alternative Look at CEO Compensation and Corporate Environmental Commitment

Abstract: This study relies on environmental stewardship, a stakeholder-enlarged view of stewardship theory, and institutional theory to analyze the relationship between CEO compensation and firms’ environmental commitment in a worldwide sample of 520 large listed firms. Our findings show that environment friendly firms pay their CEOs less total compensation and rely less on incentive-based compensation than environment careless firms. This negative relationship is stronger in institutional contexts where national environmental regulations are weaker. Our findings have important theoretical meaning and practical implications. Results show that CEOs do not necessarily act opportunistically; rather some of them may be willing to act as stewards of the natural environment and accept a lower, less incentive-based compensation from environment friendly firms. This study also provides evidence of the important influence of the institutional context in setting-up CEO compensation as the relationship is stronger when national environmental regulations are weaker. Our findings question the universal validity of agency theory in explaining CEO compensation. Compensation based on pecuniary incentives might be less indicated to motivate CEOs who feel rewarded by playing a stewardship role for environment friendly firms. When designing compensation for CEOs, compensation committees and external compensation advisors should consider psychological and institutional factors that might affect CEO motivation.

Fits in strategic human resource management and methodological challenge: empirical evidence of influence of empowerment and compensation practices on human resource performance in Canadian firms

Abstract: This study attempts to answer three questions: 1) How does the methodological approach used to measure fit among practices influence the results obtained? 2) To what extent do bundles of empowerment and compensation practices individually influence human resource outcomes? and 3) Does the fit between these bundles of practices increase the prediction of the level of discretionary effort, turnover and productivity? Following a two-wave survey strategy, statistical analyses performed on 128 Canadian companies suggest that the statistical methods used to measure fit are not interchangeable. The findings reveal that the use of an extensive relational empowerment strategy is significantly and negatively related to voluntary turnover when accompanied by a compensation program that rewards performance. In contrast, a compensation strategy that supports good working conditions or the use of financial incentives seems sufficient to influence human resources performance. Nonetheless, the results militate in favour ...

Consolidation and value creation in the insurance industry: the role of governance†

Abstract: We examine the long run performance of M&A transactions in the property–liability insurance industry. We specifically investigate whether such transactions create value for the bidders’ shareholders, and assess how corporate governance mechanisms, internal and external, affect such performance. Our results show that M&A create value in the long run as buy and hold abnormal returns are positive and significant after 3 years. While tender offers appear to be more profitable than mergers, our multivariate evidence does not support the conjecture that domestic transactions create more value than cross-border transactions. Furthermore, positive returns are significantly higher for frequent acquirers and in countries where investor protection is weaker. Internal corporate governance mechanisms, such as board independence, and CEO share ownership, are also significant determinants of the long run positive performance of bidders.

Organizational socialization tactics and newcomer adjustment: The mediating role of role clarity and affect-based trust relationships

Abstract: This study examines two routes through which organizational socialization tactics influence newcomers' adjustment: (1) through reducing job-related uncertainty and (2) through the development of social-exchange relationships with the supervisor and co-workers. Consistent with predictions, our 3-wave study of a sample of 224 newcomers found Time 2 role clarity, indicative of the uncertainty reduction route, to mediate a positive relationship between Time 1 socialization tactics and Time 3 self-rated task performance. We also found Time 2 affect-based trust towards supervisors and co-workers, indicative of the social exchange route, to mediate a positive relationship between Time 1 socialization tactics and Time 3 affective organizational commitment. Taken together, our results suggest that uncertainty reduction and social exchange act as complementary routes during entry, with the former facilitating perceived work effectiveness and the latter explaining newcomers' psychological bond with the organization. Implications for future research and practice are discussed. Practitioner points The importance of trust in organizations is increasingly recognized. Our results suggest that affect-based trust towards supervisors and co-workers plays important roles in mediating the relationships between organizational socialization tactics and newcomer adjustment and, more particularly, newcomers' psychological bond with the organization. Role clarity was found to mediate the relationship between organizational socialization tactics and self-rated task performance. Therefore, it seems more important to explain newcomers' perceived work effectiveness. This study's results emphasize the necessity for organizations to adopt a holistic approach to newcomer socialization, involving both learning processes and relationship-building opportunities.