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This study investigates the empirical association between environmental, social and corporate governance (ESG) performance and top executive compensation in the US financial services industry. Considering that financial firms can inflict systemic shocks across the economy, it has been argued that they must conduct ethical and sustainable business in accordance with ESG principles. This study examines whether ESG efforts are beneficial to managers.

The authors use CEO compensation and ESG performance ratings data for all US financial firms (SIC 6000–6799) from 2015 to 2019. Employing fixed effects regressions, the authors test whether lagged ESG performance is related to CEO compensation, after controlling for other firm characteristics such as size, financial performance, leverage and CEO stock ownership.

The authors find that lagged ESG ratings are strongly associated with all forms of compensation. An increase of one standard deviation in the composite ESG rating is associated with a 14%–16% increase in the total pay. Among the three ESG pillars, only S (social) and G (governance) exhibit persistent and significant associations with both short- and long-term executive pay. The authors also document the significant moderating effects of ESG on the relationships among firm performance, size, leverage, ownership and executive pay, identifying how ESG is associated with compensation.

The authors conclude that managers receive ESG incentives implicitly and explicitly. The novel finding of direct and indirect associations between ESG and top executive compensation contributes to the growing ESG literature on the financial sector and ongoing debate about the explicit inclusion of ESG targets in compensation design.

This paper looks at the theme of library automation from a fresh standpoint — that of non‐professional library workers. The general effects of system implementation are examined, with particular reference to the possible impact on non‐professional staff in UK college libraries. Three case studies involving college libraries provide a comparison between theory and reality.

The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables that are linked to this construct. We begin the chapter with an overview of the U.S. labor market's rising work–family demands, followed by our multilevel conceptual model of the pathways between FSSB and health, safety, work, and family outcomes for employees. A detailed discussion of the critical role of FSSB is then provided, followed by a discussion of the outcome relationships for employees. We then present our work on the conceptual development of FSSB, drawing from the literature and from focus group data. We end the chapter with a discussion of the practical implications related to our model and conceptual development of FSSB, as well as a discussion of implications for future research.

Tammy D. Allen, Ph.D., is a professor of psychology at the University of South Florida. She received her Ph.D. in Industrial/Organizational Psychology from the University of Tennessee. Her research interests include work and family issues, occupational health psychology, mentoring relationships, career development, and organizational citizenship behavior. Her research has been published in journals such as Journal of Applied Psychology, Personnel Psychology, Journal of Management, and Journal of Vocational Behavior. She is currently associate editor for Journal of Occupational Health Psychology and serves on the editorial boards of Journal of Applied Psychology, Personnel Psychology, Human Performance, and Journal of Vocational Behavior.

Occupational stress and the role of the family and other non-work activities continue to be an important area of research for organizational scientists. In our sixth volume of Research in Occupational Stress and Well Being, we offer seven intriguing chapters that examine several key issues in work and non-work stress research. The theme for this volume is exploring the work and non-work interface.

The Ambridge Flower and Produce Show is the source of frequent scandals. For example, the misunderstanding that resulted in Chutneygate in 2016 caused feelings to run high. However, there is also evidence of deliberate cheating. Toye (2009) records three confirmed instances between 1975 and 2008, two planned and one opportunist, along with a number of unproved allegations. According to Michaels and Miethe (1989, p. 883), ‘cheating is a general class of deviance that occurs in a variety of contexts’, whilst DeAndrea, Carpenter, Shulman, and Levine (2009) believe that it is now commonplace throughout society. Houser, Vetter, and Winter (2012, p. 1654) argue that ‘the perception of being treated unfairly by another person significantly increases an individual’s propensity to cheat’. Taken at face value, Flower and Produce Shows are charming, community-based events showcasing personal endeavour for little in the way of reward. However, both the Ambridge experience and the literature suggest that the competitive nature of the event aligned with the potential for perceived unfair treatment by the judges may mean that the likelihood of cheating is high. Given this, how representative is the Ambridge Flower and Produce Show of a real-life Flower and Produce Show? This chapter examines the emotions and behaviours that these shows engender by reviewing scholarly thinking on competition, competitive behaviour and cheating, and then comparing critical incidents at the fictional Ambridge show with evidence derived from interviews with the committee and contestants of the annual Flower and Produce Show in a small market town in Wiltshire.