Stock option schemes and firm technical inefficiency: Evidence from Finland

Mikko Mäkinen

A chapter in Advances in the Economic Analysis of Participatory & Labor-Managed Firms, 2010, pp 137-160 from Emerald Group Publishing Limited

Abstract: Many firms in many countries started to issue stock option schemes to their employees in the 1990s (Murphy, 1999).1In the course of time, the mushrooming of schemes has generated a heated public debate on the pros and cons of this compensation method. In one camp are those who argue that stock options are nothing more but a compensation mechanism by which managers transfer excessive fortunes to themselves without a real enhancement in firm performance. On the other hand, proponents underline that options provide managers and employees financial incentives to make better decisions, work harder, and share valuable information in a way that enhance firm performance. Thus, they see options – more or less– as a major innovation in managerial and personnel compensation (or more generally in human resource management). However, at the moment there is no theoretical or empirical consensus how stock options and managerial equity ownership affect firm performance in economic literature (Core, Guay, & Larcker, 2003).

Date: 2010
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Persistent link: https://EconPapers.repec.org/RePEc:eme:aeapzz:s0885-3339(2010)0000011010

DOI: 10.1108/S0885-3339(2010)0000011010

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