高管薪酬内部公平性、股权性质对公司业绩影响的实证研究  

Empirical Study on the Effect of Internal Executive Pay Equity and Ownership Type on Enterprise Performance

作　　者：饶育蕾[1] 黄玉龙[1] 

机构地区：[1]中南大学商学院,湖南长沙410083

出　　处：《系统工程》2012年第6期30-35,共6页Systems Engineering

基　　金：国家自然科学基金资助项目(70872111;71071166)

摘　　要：本文从高管薪酬内部公平性角度出发,用高管薪酬变异系数作为内部不公平程度的代理变量,研究了高管薪酬内部公平程度对企业未来业绩的影响,实证结果表明,总体而言,企业高管内部薪酬的不公平会对企业未来业绩造成负面影响,这一研究结论支持行为理论。但这种负相关关系,在规模较大的企业会被削弱;在非国有企业则变成了正的关系,这意味着在非国有企业中锦标赛理论所推断的激励作用大于行为理论所推断的消极作用。This paper studies how fairness of internal executive pay influences the firm＇s future performance from a fair perspective, in terms of coefficient of variation of executive pay. The result supports behavioral theory, and shows that the unfairness of internal executive pay has a negative effect on company＇s future performance. This negative correlation between the unfairness of internal executive pay and the performance, nevertheless, is weakened in large scale enterprises. Moreover, it is found that the positive effect extrapolated by tournament theory is greater than the negative effect extrapolated by behavioral theory because this relationship becomes positive in the non-state-owned enterprises.

关 键 词：公平 薪酬差距 高管 

分 类 号：F244[经济管理—劳动经济]