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Abstrak :
ABSTRACT
Penelitian ini bertujuan untuk meneliti dan membandingkanfaktor-faktor yang mempengaruhi kompensasi CEO pada perusahaan keluarga dan non keluarga. Penelitian ini juga bertujuan untuk mengetahui bagaimana komposisi dari total kompensasi yang diterima oleh para CEO perusahaan keluarga dan non keluarga. Objek penelitian adalah perusahaan keluarga dan non keluarga yang terdaftar di BursaEfek Indonesia selama 2011-2012, selain industri keuangan. Data diolah menggunakan metode regresi data panel. Hasil penelitian menunjukkan bahwa jumlah kompensasi CEO pada perusahaan keluarga dipengaruhi oleh jumlah kepemilikan saham CEO dan risiko sistematik baik diperusahaan keluarga maupun non keluarga. Hasil penelitian juga menunjukkan bahwa kepemilikan saham keluarga, investor institusi, dan CEO keluarga secara statistik tidak berpengaruh terhadap kompensasi CEO.

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ABSTRACT
This study aims to examine and compare the factors that affect CEO compensation in family and non-family firms. This study also aims to determine how the composition of total compensation received by the CEO of the company of family and non-family. This  research uses family non-family companies listed in the Indonesia Stock Exchange during 2011-2012, excluding companies in financial sector. The results showed that the amount of CEO compensation in family firms is influenced by the number of CEO stock ownership and systematic risk both in family and non-family companies. The results also showed that families share ownership, institutional investors, and CEO of the family do not have any significant association with CEO compensation.

Abstrak :
ABSTRAK
Penelitian ini dilakukan dengan tujuan unutk menguji adanya cost stickiness dalam industri perbankan dan pengaruh fenomena stickiness pada kompensasi eksekutif bank tbk di Indonesia. Fenomena stickiness merupakan fenomena asimetris biaya dimana terjadi perubahan yang tidak proporsional antara besarnya penurunan biaya saat pendapatan menurun. Fenomena stickiness ini juga diperkuat dengan adanya insentif eksekutif dalam membangun empire building. Insentif tersebut berupa kompensasi yang diberikan kepada eksekutif dalam upayanya mempertahankan ukuran perusahaan meskipun pendapatan bank mengalami penurunan. Dengan begitu, eksekutif bank diduga mendapatkan double benefit yang didapat dari kompensasi yang diterima dari upaya empire building dan benefit atas kedudukan eksekutif bank pada saat pendapatan menurun. Pengujian dilakukan pada 35 perusahaan bank tbk yang terdaftar di Bursa Efek Indonesia BEI tahun 2013-2016. Hasil penelitian ini menunjukkan bahwa secara keseluruhan perusahaan bank tbk di Indonesia terindikasi adanya fenomena cost stickiness dan fenomena ini menimbulkan adanya double benefit yang diberikan kepada eksekutif bank tbk di Indonesia.

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ABSTRACT
This study was conducted with the aim to examine the existence of cost stickiness in the banking industry and the influence of stickiness phenomenon on the compensation of public banks executives in Indonesia. The phenomenon of stickiness is an asymmetric phenomenon of cost where there is a disproportionate change between the magnitude of the decreasing cost when income decreases. The phenomenon of stickiness is also reinforced by the executive incentives in building empire building. The incentive is in the form of compensation given to the executive in an attempt to maintain the size of the company even though the income of the bank has decreased. That way, bank executives allegedly get a double benefit derived from the compensation received from empire building efforts and benefits over the bank 39s executive position at a time when earnings decreased. This research were conducted on 35 public bank listed on Indonesia Stock Exchange BEI in 2013 2016. The results of this study indicate that overall public bank in Indonesia indicated the phenomenon of cost stickiness and this phenomenon raises the existence of double benefit given to public banks executives in Indonesia.

Abstrak :
When it comes to creating an executive compensation program, it can be hard to provide the company's leaders with the incentive they need to continue doing their best, without becoming too extravagant. This book gives readers the techniques and understanding they need to design a rewards strategy that will motivate performers while benefiting the entire organisation. Taking a careful look at the complicated state of executive rewards, this no-nonsense, practical guide provides readers with a complete methodology for motivating management to accomplish critical business goals. Instead of a 'one-size-fits-all' approach, the book uses case studies and examples to illustrate what factors should be considered - including corporate environment, key stakeholders, people and business strategy, and organizational capabilities - when designing a program that will benefit both their company, and the people who fuel its success.