家族企业职业经理人薪酬对公司绩效的影响  

Impact of Professional Managers' Remuneration on Corporate Performance of Family Businesses

作　　者：黄菡[1] 余明阳[1] 陈建英[2] 

机构地区：[1]上海交通大学安泰经济与管理学院,上海市200052 [2]西南大学财务处,重庆市400715

出　　处：《西南大学学报（社会科学版）》2015年第6期64-71,190,共8页Journal of Southwest University(Social Sciences Edition)

基　　金：国家社会科学基金项目一般项目"基于大数据的突发危机中非官方正能量信息的挖掘与传播研究"(14BXW046);项目负责人:薛可;教育部人文社会科学研究项目"亏损逆转性在大股东异质对公司价值驱动过程中的中介效应研究"(12YJC630010);项目负责人:陈建英

摘　　要：如何对职业经理人进行有效激励是家族企业研究的重要问题。研究发现,职业经理人薪酬与公司绩效成倒"U"型关系,工资太低会削弱职业经理人的工作积极性,而偏高的薪酬水平可能存在边际递减效应,也不利于企业健康发展。不同行业和不同地区,职业经理人薪酬对公司绩效的影响存在差异,与非制造业相比,制造业家族企业的职业经理人薪酬与企业绩效关系更加显著;与中西部相比,东部地区的家族企业职业经理人薪酬与企业业绩关系更强。As the steersmen for family businesses,professional managers play significant roles for the survival and development of family businesses.The author finds that the remunerations of professional managers and corporate performance assume a reverse'U'relation.A too low remuneration or a too high remuneration may do harm on corporate performance.In the manufacturing industry,the remunerations of professional managers are generally lower than those of professional managers in nonmanufacturing industries,so the remuneration-performance effect in the manufacturing industry is more significant.The eastern region has high marketing level and more transparent information,where professional managers could play bigger roles,showing an obvious reverse U relation between the remunerations of professional managers and corporate performance.

关 键 词：家族企业 职业经理人 薪酬 公司绩效 倒“U”型关系 

分 类 号：F244.2[经济管理—劳动经济]