Compensation of K-12 school principals, and the effect that it has on the performance of the schools they lead, has become a relevant education policy debate in recent years as well as a nascent field of academic research. This study examines the relationship between principal salaries and student performance on CSAP tests by using multivariate quintile regressions on data from the 2002-2005 school years. Controlling for differences in cost of living across districts, a positive correlation between principal salaries and student CSAP scores was found, particularly in the mathematics section of the test. However, the percentage of a school's students on free and reduced lunch and teacher salaries were found to have a larger impact on student performance.
Despite the vast body of research surrounding mergers and acquisitions, there is little consensus as to what contributes to merger success or failure. One variable, target manager retention, has been found to have some explanatory power, but target managers experience a turnover rate significantly higher than average. Decreasing target manager turnover may be a key to improving the low merger success rate, and one possible method would be to provide incentives in the form of compensation increases. This study seeks to test the hypothesis that percent change in target manager compensation is positively and significantly correlated with the merger success rate. The statistical model used to test this hypothesis is logistic regression, and data were collected on multiple mergers, executive compensation, historical stock prices, historical S&P 500 Index prices, and several business return ratios to determine whether a merger succeeded. The findings are inconclusive but provide interesting insights into the nature of mergers and illuminate several areas of potential future research.
Previous empirical research has found that perceived under-reward in relation to both internal and external pay referents negatively affects work attitudes such as pay satisfaction. Unjust procedures in the workplace have similar negative effects. This study compares the effects of internal pay comparisons, external pay comparisons, and procedural justice on professor work attitudes such as job satisfaction, morale, and turnover intentions. Results varied across outcomes, though internal pay comparisons and procedural justice were found to have the most consistently significant effects. Implications for faculty compensation policies are discussed.