Edward J Carberry
Biographic Data
| ID | 1022243 |
|---|---|
| NAME | Edward J Carberry |
| GIVEN NAMES | Edward J |
| FAMILY NAME | Carberry |
| SIGNATURE | CARBERRY E J |
| AFFILIATIONS | University of Massachusetts Boston |
| VERIFIED | No |
| TOTAL WORKS | 2 |
| TOTAL CITATIONS | 9 |
| WORKS AS AUTHOR | 2 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2017 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 2 |
Unpacking the dynamics of a contested practice
The corporate scandals and market crashes of the 2000s generated significant criticism of the shareholder value orientation (SVO) in the USA. We offer a sociopolitical analysis of how this criticism triggered changes in stock-based executive compensation, a central practice associated with the SVO. We first analyze how corporate stakeholders redefined different forms of stock-based compensation, motivated new regulations and wielded direct challe…
Are the “best” better for everyone? Demographic variation in employee perceptions of Fortune’s “Best Companies to Work For
Purpose The purpose of this paper is to assess how employees from historically marginalized groups (men and women of color and white women) perceive Fortune’s “100 Best Companies to Work For”® (BCWF) in terms of two outcomes that are related to diversity and inclusion: fairness and camaraderie. The authors focus on fairness as a way to measure perceptions of general treatment with respect to demographic characteristics associated with bias and di…
Unpacking the dynamics of a contested practice
The corporate scandals and market crashes of the 2000s generated significant criticism of the shareholder value orientation (SVO) in the USA. We offer a sociopolitical analysis of how this criticism triggered changes in stock-based executive compensation, a central practice associated with the SVO. We first analyze how corporate stakeholders redefined different forms of stock-based compensation, motivated new regulations and wielded direct challe…
Are the “best” better for everyone? Demographic variation in employee perceptions of Fortune’s “Best Companies to Work For
Purpose The purpose of this paper is to assess how employees from historically marginalized groups (men and women of color and white women) perceive Fortune’s “100 Best Companies to Work For”® (BCWF) in terms of two outcomes that are related to diversity and inclusion: fairness and camaraderie. The authors focus on fairness as a way to measure perceptions of general treatment with respect to demographic characteristics associated with bias and di…
Are the “best” better for everyone? Demographic variation in employee perceptions of Fortune’s “Best Companies to Work For
Purpose The purpose of this paper is to assess how employees from historically marginalized groups (men and women of color and white women) perceive Fortune’s “100 Best Companies to Work For”® (BCWF) in terms of two outcomes that are related to diversity and inclusion: fairness and camaraderie. The authors focus on fairness as a way to measure perceptions of general treatment with respect to demographic characteristics associated with bias and di…
Unpacking the dynamics of a contested practice
The corporate scandals and market crashes of the 2000s generated significant criticism of the shareholder value orientation (SVO) in the USA. We offer a sociopolitical analysis of how this criticism triggered changes in stock-based executive compensation, a central practice associated with the SVO. We first analyze how corporate stakeholders redefined different forms of stock-based compensation, motivated new regulations and wielded direct challe…
Business (2 works) · Corporate Finance and Governance (2 works) · Political science (2 works) · Psychology (2 works) · Accounting (1 work) · Auditing, Earnings Management, Governance (1 work) · Compensation (psychology (1 work) · Corporate governance (1 work) · Corporate Social Responsibility Reporting (1 work) · Criticism (1 work)