This paper using panel data of 2008-2019 Shanghai and Shenzhen A-share listed companies as the research sample and employing the multiple regression method to tests the relationship between executive compensation incentives and R&D investment of listed companies in China, further investigates the path of the relationship between the two and the influence of government subsidy to the relationship. In this paper, the selected samples are excluded according to the following criteria: ①Companies with incomplete data on financial indicators and corporate governance indicators are excluded. ②Eliminate companies with negative asset-liability ratio or greater than 1. ③Exclude companies in the financial and insurance industry. ④Exclude listed companies less than 1 year. ⑤Exclude companies containing S, ST and *ST. ⑥Exclude the companies with extreme sample data. The risk-taking data involved in this paper came from the WIND database. Other data come from the CSMAR database.

In 2022, it was estimated that the CEO-to-worker compensation ratio was 344.3 in the United States. This indicates that, on average, CEOs received more than 344 times the annual average salary of production and nonsupervisory workers in the key industry of their firm.

Graph and download economic data for Employed full time: Wage and salary workers: Chief executives occupations: 16 years and over: Men (LEU0254578300A) from 2000 to 2024 about occupation, full-time, males, salaries, workers, 16 years +, wages, employment, and USA.

As of 2023, less than 10 percent of public company directors surveyed in the United States, agreed that executive compensation packages should only be linked to financial performance. 63 percent of those surveyed agreed executive compensation should be linked to customer satisfaction metrics. The second most popular metrics were succession planning and employee engagement/attrition rate, each being selected by 53 percent of directors surveyed.

Executive and Senior Level Employee Pay tables (current and past years)

In 2024, Meta's founder and CEO Mark Zuckerberg was compensated over ** million U.S. dollars for the financial year. Additionally, Javier Olivan, Meta's Chief Operating Officer, was paid over ** million U.S. in 2024.

Datasets and replication code for Balogh, A., Wright, D., Zein, J., Does Stakeholder Outrage Determine Executive Pay?

This statistic shows the average annual compensation of CEOs around the world in 2017 by country. In 2017, the average annual income of CEOs in the United States was 14.25 million U.S. dollars which is about 5 million U.S. dollars more than the average annual income of CEOs in Switzerland.

Automatic Data Processing's CEO salary and other executives compensation in 2024 was as follows: Maria Black President and Chief Executive Officer at Automatic Data Processing, received a total compensation of $15.87 M in 2024, Carlos A. Rodriguez Former Executive Chair at Automatic Data Processing, received a total compensation of $13.30 M in 2024, John C. Ayala Chief Operating Officer at Automatic Data Processing, received a total compensation of $7.16 M in 2024, Don McGuire Chief Financial Officer at Automatic Data Processing, received a total compensation of $6.69 M in 2024, Michael A. Bonarti Chief Administrative Officer at Automatic Data Processing, received a total compensation of $5.28 M in 2024, Joseph DeSilva President, Global Sales at Automatic Data Processing, received a total compensation of $4.31 M in 2024.

This data file contains a list of public sector executives, organized by Sector and Employer, whose employers are required to disclose their total compensation each year in accordance with the Public Sector Employers Act if they receive an annualized base salary of $125,000 or more and are one of the top five decision makers for the employer. The file lists base salary and total compensation for the Reporting Year. For more details please refer to the individual disclosure statements.

In the company's fiscal year 2024, Chief Financial Officer Lainie Goldstein was the highest-paid Take-Two Interactive employee with a total compensation of over 10 million U.S. dollars. Goldstein has consistently remained the highest-paid executive officer over the past fiscal years. In the most recent fiscal year, Take-Two's CEO pay ratio (compared to the median employee pay) stood at 1.53 to 1 based on Strauss Zelnick’s annual total compensation. However, when including the maximum compensation Mr. Zelnick was eligible to receive from ZelnickMedia (ZMC) in 2024, the ratio of CEO pay to median employee was 380.03 to 1.

In 2023, Jerry Hunter of Snap Inc. was paid 26 million U.S. dollars in compensation, whilst Co-Founder and CEO Evan Spiegel was compensated three million USD. In total, Derek Andersen, the company's CFO was compensated 17 million USD and Chief Accounting Officer Rebecca Morrow was paid 1.4 million USD in the fiscal year 2023.

STATA's raw data

This data file contains a list of public sector executives, organized by Sector and Employer, whose employers are required to disclose their total compensation each year in accordance with the Public Sector Employers Act if they receive an annualized base salary of $125,000 or more and are one of the top five decision makers for the employer. The file lists base salary and total compensation for the Reporting Year. For more details please refer to the individual disclosure statements.

During the last reported fiscal year, Senior Vice President, Chief Business Officer, Google Philipp Schindler was the highest-paid Alphabet employee, earning 66.4 million U.S. dollars through salary, stock awards and other compensation.

The Executive Compensation Advisory market is an integral component of corporate governance that focuses on structuring competitive and equitable compensation packages for top-tier executives. This market encompasses a range of services, including salary benchmarking, incentive design, compliance with regulatory req

The Executive Compensation Advisory market is experiencing robust growth, driven by increasing regulatory scrutiny, the need for competitive compensation strategies to attract and retain top talent, and the growing complexity of executive pay structures. The market, estimated at $15 billion in 2025, is projected to witness a Compound Annual Growth Rate (CAGR) of 7% from 2025 to 2033, reaching approximately $25 billion by 2033. This growth is fueled by several key trends: the rise of ESG (Environmental, Social, and Governance) investing influencing compensation decisions, the increasing adoption of cloud-based compensation solutions for enhanced efficiency and data analytics, and the expanding demand for advisory services from both SMEs seeking streamlined processes and large enterprises managing complex global compensation packages. While the on-premise segment currently holds a larger market share, the cloud-based segment is experiencing faster growth, driven by its scalability and cost-effectiveness. Geographic expansion is another significant driver, with North America and Europe currently dominating the market, while Asia-Pacific is anticipated to show significant growth potential in the coming years. However, the market faces certain restraints. These include the high cost of advisory services, potential conflicts of interest, and the challenge of ensuring pay equity and transparency. The competitive landscape is characterized by a mix of established consulting firms (Deloitte, PwC, Mercer, Aon) and specialized executive compensation boutiques (Pearl Meyer, FW Cook, FutureSense). The increasing prevalence of sophisticated compensation analytics and data-driven decision-making is reshaping the industry, demanding specialized expertise from consultants. This necessitates a continuous evolution of service offerings and expertise to meet client demands for innovative solutions that balance executive compensation with shareholder interests and long-term strategic goals. The diverse range of services offered, including performance-based compensation design, executive recruitment, and regulatory compliance support, presents diverse opportunities for market participants.

This is the replication data for "Globalization and Top Income Shares" published in Journal of International Economics, Volume 125, July 2020.

This paper aims to examine the impact of executive compensation incentive on corporate innovation capability by dividing executive compensation incentive into short-term monetary incentive and long-term equity incentive. We also investigate the interaction between the two types of executive compensation incentive. Data are collected from China’s agro-based companies during 2012–2019, and multiple regression analysis is utilized. The empirical results show that short-term monetary incentive has no impact on innovation capability, while long-term equity incentive stimulates innovation capability. Regarding company ownership, the impact of long-term equity incentive in state-owned enterprises is greater than that in private-owned enterprises. In addition, the complementary effect between short-term and long-term compensation incentive has a positive impact on innovation capability regardless of company ownership. The findings of this paper could help agribusiness managers to design the reasonable incentive system to incentivize corporate executives and enhance the capability of independent innovation.

In 2022, Chief Financial Officer Armin Zerza was the highest-paid Activision Blizzard employee with a total compensation of over 12.87 million U.S. dollars. Up until 2020, Chief Executive Officer Robert "Bobby" Kotick was consistently ranked first as the top-paid Activision Blizzard employee. Activision Blizzard's CEO pay ratio (compared to the median employee pay) stood at 1.67 to 1. In 2020, the ratio was 1,560:1.