内部薪酬差距合理性与会计盈余相关性——来自中国上市公司的经验数据  

The Relationship between the Rationality of Internal Pay Gap and Accounting Accruals——Empirical Evidence from the Sample of Listed Companies in China

作　　者：马俊峰[1] 徐永乐 

机构地区：[1]中央财经大学会计学院,北京100081 [2]中国长城资产管理公司,北京100045

出　　处：《技术经济与管理研究》2015年第1期66-70,共5页Journal of Technical Economics & Management

基　　金：教育部人文社会科学研究规划基金项目(11YJA630084)

摘　　要：文章基于2006-2012年我国上市公司高管和员工薪酬数据,对企业内部薪酬差距的合理性进行了分析,得出我国企业内部薪酬差距逐渐扩大,内部薪酬差距不合理性凸显的结论。通过采用实证分析的方法,发现会计盈余对企业内部薪酬差距合理性的影响。企业内部薪酬差距合理性可能由经营活动现金流量净额以及总应计共同影响,总应计又分为操控性应计和非操控性应计。经营活动现金流量净额正向影响企业内部薪酬差距合理性;操控性应计项目负向影响薪酬差距的合理性;而非操控性应计对企业内部薪酬差距合理性的影响并不显著。文章研究结果表明,企业进行盈余操纵时,损害了内部薪酬差距合理性,应该充分利用企业内控制度和外部独立审计对企业盈余操纵进行有效监督,进而维护企业内部薪酬差距合理性。This paper analyzes the rationality of internal pay gap based on the data from listed company＇s executives and employees compensations between 2006 and 2012. The results show that Chinese enterprise internal pay gap is widening and internal pay gap is not reasonable. By using the method of empirical analysis, it is found that accounting accruals has an impact on the rationality of internal pay gap. The rationality of internal pay gap may be influenced by the net cash flow from operating activities and total accruals jointly and total accruals are classified into non-discretionary accruals and discretionary accruals. Net cash flow from operating activities positively affects the rationality of internal pay gap within the enterprise and discretionary accruals negatively affect the reasonableness of the pay gap,whereas no significant effect is drawn from the regression results between discretionary accruals and the rationality of corporate internal pay gap. The results of the study show that the enterprise＇s abuse of accounting accruals will damage the rationality of internal pay gap. To maintain the rationality of the pay gap within the enterprise, this paper argues that, it should make full use of the internal control system and external independent audit oversight.

关 键 词：内部薪酬 薪酬制度 高管权力 会计盈余 

分 类 号：F244[经济管理—劳动经济]