员工薪酬、薪酬差距和员工离职  

Compensation,Pay Gap and Employee Turnover

作　　者：步丹璐[1] 白晓丹[1] 

机构地区：[1]西南财经大学,成都611130

出　　处：《中国经济问题》2013年第1期100-108,共9页China Economic Studies

基　　金：国家自然科学基金项目(项目批准号71002111);教育部人文社会科学研究项目(项目批准号09XJC630012);四川省哲学社会科学"十二五"规划项目(项目批准号SC12B018);西南财经大学"中央高校基本科研业务费专项资金"

摘　　要：通过对比上市公司员工规模,本文对员工离职率进行了衡量,以中国2005—2010年发生员工离职的2541个上市公司样本为研究对象,研究了员工离职率对公司业绩的影响,并分析了员工薪酬和薪酬差距对员工离职率的影响,同时分析了这些影响在国有企业和非国有企业内的差异。研究发现,较高的员工离职率会显著降低公司未来的会计业绩;并且员工薪酬越高、员工与高管的薪酬差距越低时,员工离职率越低。我们还发现非国有企业的员工薪酬和薪酬差距对员工离职率的影响较国有企业而言更为显著,即非国有企业的员工离职率受员工薪酬和薪酬差距的影响更敏感。We analyze the employee relative turnover using staff size and select 2541 listed companies with employee turn- over from 2005 to 2010. We study the effect of employee turnover rate on the company performance, and analyze the impact of compensation and pay gap on employee turnover. We also analyze these for SOEs and Non-SOEs separately. We find that the employee turnover rate will significantly reduce the company＇s future ROA,and improving staff wages and narrowing the remu- neration gap between employees and executives can significantly reduce the company＇s employee turnover rate. The impact of staff remuneration and the pay gap of on the employee turnover rate are more significant in Non-SOEs than SOEs.

关 键 词：员工离职率 公司业绩 员工薪酬 薪酬差距 

分 类 号：F272.92[经济管理—企业管理]