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- W2890791271 abstract "Using hand-collected data on chief executive officer (CEO) non-compete agreements (NCAs), we find that NCAs are less likely when CEOs expect to incur greater personal costs from reduced job mobility and more likely when firms expect to suffer greater economic harm if departing CEOs work for competitors. Additionally, turnover–performance sensitivity is stronger when CEOs have NCAs. Finally, total compensation and incentive pay are higher if CEOs have more enforceable NCAs. Our identification strategy exploits staggered state-level changes in NCA enforceability. Overall, our findings suggest that restrictions on job mobility have important implications for how CEOs are monitored and compensated." @default.
- W2890791271 created "2018-09-27" @default.
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- W2890791271 date "2018-01-01" @default.
- W2890791271 modified "2023-09-24" @default.
- W2890791271 title "Restrictions on CEO Mobility, Performance-Turnover Sensitivity, and Compensation: Evidence from Non-compete Agreements" @default.
- W2890791271 doi "https://doi.org/10.2139/ssrn.3170804" @default.
- W2890791271 hasPublicationYear "2018" @default.
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