Political connectedness and business performance: evidence from Turkish industry rankings

2015 ◽  
Vol 17 (1) ◽  
pp. 41-73 ◽  
Author(s):  
Gül Berna Özcan ◽  
Umut Gündüz
Keyword(s):  
Statistical Analysis ◽  
Political Institutions ◽  
Business Performance ◽  
Political Connections ◽  
Firm Level ◽  
Level Data ◽  
Firm Level Data ◽  
The Impact ◽  
Political Connectedness

This paper examines the degree to which political connections affect business rankings through a statistical analysis of Turkey's industry rankings between 2003 and 2011. The analysis demonstrates that business performance is associated with connectedness through industry and firm level data. We show that political connectedness varies according to the firm's channel of access to obtain favouritism either through direct personal ties or institutional networks. Ideological motivations emerge to be significant in mobilizing, shaping and tying firm behaviour to broader political agendas. In the conclusion we discuss the impact of deepening connectedness on long-term business fortunes and political institutions.

scholarly journals THE PREVALENCE OF PERFORMANCE-RELATED PAY: A 23-COUNTRY EXAMINATION

2020 ◽  
Vol 4 (2) ◽  
pp. 111-128
Author(s):  
Fulya AYDINLI KULAK ◽  
Sevgi ELMAS ATAY
Keyword(s):  
Organizational Performance ◽  
Pay For Performance ◽  
Profit Sharing ◽  
Comparable Data ◽  
Firm Level ◽  
Level Data ◽  
Firm Level Data ◽  
Variable Pay ◽  
Country Clusters

This study intends to determine the current situation regarding the prevalence of pay for performance systems established for managers. Examining performance-related pay, we focus on individual, team and organizational performance and explore how widespread several pay components are in 23 countries. The research consists of the firm-level data of 5217 large companies from 23 countries from the Cranfield Network on Comparative Human Resource Management database. The data has been presented descriptively via frequencies and percentages and then analyzed via cluster analysis. In this way, diverging country clusters have been determined regarding the prevalence of pay for performance. Findings show that individual bonus is the most frequently used variable pay component provided to managers in general. Following that, paying for organizational performance is highly prevalent, whereas team-based bonuses are rarely used as a whole. On the other hand, long term incentives are rarely used except profit sharing. The results are descriptive in nature. This study addresses how widespread performance-related pay in various countries. Evidence regarding the use and prevalence of pay for performance systems across countries is quite limited. So this research, reflecting the current scene regarding variable pay in various countries, contributes to current literature by presenting recent comparable data.

scholarly journals The Impact of Special Economic Zones on Exporting Behavior

2019 ◽  
Vol 11 (1) ◽  
pp. 145-174
Author(s):  
Roland B. Davies ◽  
Arman Mazhikeyev
Keyword(s):  
Special Economic Zone ◽  
Extensive Margin ◽  
Export Intensity ◽  
Firm Level ◽  
Closed Economies ◽  
Level Data ◽  
Firm Level Data ◽  
Negative Effect ◽  
Economic Zones ◽  
The Impact

Using firm level data from Africa and Asia, we estimate the impact of being in a special economic zone (SEZ) on a firm's probability of exporting, export intensity, and value of exports. At the extensive margin, we find that SEZ firms in open economies are 25% more likely to export than their non-SEZ counterparts, with a large negative effect in closed economies. At the intensive margin, we find that SEZs increase the value of exports, but only in countries with barriers to imports where the estimate increase is 3.6%. Thus, the estimated effect of introducing an SEZ can be meaningful, but is heavily contingent on the local economic environment.

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