摘要
将企业生命周期纳入到对高管薪酬差距的实证研究中,选取2010-2012年中国上市公司面板数据,从企业特性角度分析了高管薪酬差距对公司业绩的影响,为我国上市公司完善高管薪酬激励制度提供了经验数据。研究结果显示:公司在制定高管薪酬差距时会因其所处的生命周期特点而有所不同,较成熟型企业来说,成长型企业通过增加薪酬差距的方式来达到激励公司业绩的效果更好。
By taking the life cycle of enterprise into the empirical research on executive compensation gap , and based on the panel data of the Chinese listed enterprises from 2010 to 2012 ,this paper examines the effect of executive compensation gap on firm performance from the perspective of enterprise characteris‐tics .And the results of research would provide the experiences for improving the system of executive compensation incentive of listed companies in China .T he results show that according to the characteris‐tics of corporate life cycles ,the companies will make different executive compensation gap .Growth companies improving equity incentive intensity and increasing compensation gap to achieve the company＇s performance are better than mature enterprises .
出处
《河北大学学报（哲学社会科学版）》
CSSCI
北大核心
2014年第6期130-133,共4页
Journal of Hebei University(Philosophy and Social Science)
基金
教育部人文社会科学研究规划基金项目(13YJA630140)
教育部基本科研业务费项目(2012JBM043)
关键词
企业生命周期
薪酬差距
锦标赛理论
行为理论
公司业绩
enterprise life cycles
compensation gap
tournament theory
behavior of the theory
company’s performance
