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Testing for Distortions in Performance Measures: An Application to Residual Income‐Based Measures like Economic Value Added

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  • Randolph Sloof
  • Mirjam van Praag

Abstract

Distorted performance measures in compensation contracts elicit suboptimal behavioral responses that may even prove to be dysfunctional (gaming). This paper applies the empirical test developed by Courty and Marschke (Review of Economics and Statistics, 90, 428–441) to detect whether the widely used class of residual income‐based performance measures—such as economic value added (EVA)—is distorted, leading to unintended agent behavior. The paper uses a difference‐in‐differences approach to account for changes in economic circumstances and the self‐selection of firms using EVA. Our findings indicate that EVA is a distorted performance measure that elicits the gaming response.

Suggested Citation

  • Randolph Sloof & Mirjam van Praag, 2015. "Testing for Distortions in Performance Measures: An Application to Residual Income‐Based Measures like Economic Value Added," Journal of Economics & Management Strategy, Wiley Blackwell, vol. 24(1), pages 74-91, March.
  • Handle: RePEc:bla:jemstr:v:24:y:2015:i:1:p:74-91
    DOI: 10.1111/jems.12080
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    2. Gibbs, Michael, 2012. "Design and Implementation of Pay for Performance," IZA Discussion Papers 6322, Institute of Labor Economics (IZA).
    3. Amir Gholami & John Sands & Habib Ur Rahman, 2022. "Environmental, Social and Governance Disclosure and Value Generation: Is the Financial Industry Different?," Sustainability, MDPI, vol. 14(5), pages 1-17, February.

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    More about this item

    JEL classification:

    • D21 - Microeconomics - - Production and Organizations - - - Firm Behavior: Theory
    • G35 - Financial Economics - - Corporate Finance and Governance - - - Payout Policy
    • J33 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Compensation Packages; Payment Methods
    • L21 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Business Objectives of the Firm
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M40 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Accounting - - - General
    • M52 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects

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