基于公司治理结构的国企高管薪酬管理问题透视  

Compensation management of top executive in state-owned enterprise based on corporate governance structure

作　　者：赵士军[1] 刘哲[1] 陈海卿[1] 

机构地区：[1]上海理工大学管理学院,上海200090

出　　处：《科技与管理》2010年第6期79-81,共3页Science-Technology and Management

基　　金：教育部人文社会科学研究项目(06JA630042);上海市教委科研创新重点项目(10ZS96)

摘　　要：现代企业制度中所有权与经营权的分离已是大势所趋,但我国国企高管薪酬制度已远远落后于经济体制制度改革和国企发展的速度。我国公司治理结构的不完善以及内部约束不足使得公司股东和高管之间的代理问题愈加凸现,而且我国国企高管薪酬结构中也长期激励部分也有明显不足。本文在回顾我国国企薪酬现状和存在问题的基础上,研究了国外一些先进的高管薪酬制度,并提出我国国企应该在认真学习这些制度的同时,审视自身结构的不足,结合具体情况,制定行之有效的薪酬结构和政策。The separation of ownership and management is a general trend in modern enterprise system,but the executive compensation system has lagged far behind the state-owned economic system reform and the speed of development in state-owned enterprises of China. Because of the imperfection of our corporate governance structure and lack of internal constraints, the agent problems between shareholders and executives become more apparent, and the long-term incentive compensation of executives also has some significant deficiencies. On the basis of the salaries status quo and problems of state-owned enterprises,this paper advises that state-owned enterprises should make careful study of foreign executive pay systems, and then look at their own shortcomings in structure to develop an effective salary structure and policies combining with the specific circumstances.

关 键 词：国有企业管理 高级管理者 薪酬管理 公司治理结构 

分 类 号：F271[经济管理—企业管理]