经济转型背景下民营企业家更替、薪酬激励与企业绩效关系研究

发布时间：2018-10-21 11:29

【摘要】：2012年中国共产党的十八大报告明确提出了“坚持走中国特色自主创新道路、实施创新驱动发展战略”,当前许多企业特别是民营企业正处于市场、制度环境变化剧烈和外部竞争激烈的形势下。改革开放虽给民营企业的发展壮大带来很好的机遇但也提出了迫切的挑战。企业面对市场经济的复杂性、快速发展的迫切性和战略变革的稳健性,尤其是伴随我国民营企业发展的特殊历史过程,现在大多数已经步入企业家及高管的更新换代阶段。对于企业而言,在经济转型特殊阶段应该通过何种手段实现权力的平稳交接,以保证企业绩效是上市民营企业急需解决的问题。本文首先深入地介绍我国经济转型升级的原因、目标和任务,以及民营企业的作用和发展现状,提出本文的研究问题,即民营企业家更替、薪酬水平与企业绩效的关系,探究企业家更替方式及其薪酬激励方式对企业绩效的影响关系。一方面,通过纵向对比分析我国上市民营企业家更替方式对企业短期和长期效益的影响规律。另一方面,探究我国民营企业家不同薪酬激励方式对企业绩效的影响作用大小,比较激励方式间的影响异同。本文主要研究结论如下:(1)在经济转型背景下,民营企业需要紧紧抓住经济转型契机,要根据企业未来发展战略构建企业高管选拔评价标准,有助于民营企业快速适应经济转型,明确未来战略发展方向,保持自身核心竞争力。(2)企业家更替方式与企业短期/长期绩效间存在显著影响关系,内部继任者适合企业对短期效益的追求。而在经济转型阶段,外部继任者更适合企业长期战略的制定以及对长期绩效的追求。(3)继任企业家来源不同,其对薪酬激励方案的敏感程度不同。以企业绩效作为继任企业家受到来自薪酬激励的效果评价依据发现,外部继任者对短期薪酬更加敏感,而内部继任者则更偏向于获取股票回报。
[Abstract]:The report of the 18th National Congress of the Communist Party of China in 2012 explicitly proposed that "adhere to the road of independent innovation with Chinese characteristics and implement the strategy of innovation-driven development." at present, many enterprises, especially private enterprises, are in the market. The system environment changes violently and the external competition is fierce under the situation. The reform and opening up has brought good opportunities to the development and expansion of private enterprises, but also put forward urgent challenges. Faced with the complexity of market economy, the urgency of rapid development and the robustness of strategic change, most enterprises have now stepped into the stage of upgrading entrepreneurs and executives, especially with the special historical process of the development of private enterprises in China. For enterprises, in the special stage of economic transformation, what means should be adopted to achieve a smooth transfer of power, in order to ensure the performance of listed private enterprises is an urgent problem to be solved. This paper first introduces the reasons, objectives and tasks of the economic transformation and upgrading in China, as well as the role and development status of private enterprises, and puts forward the research issues of this paper, namely, the relationship between the turnover of private entrepreneurs, the compensation level and the performance of enterprises. This paper probes into the relationship between entrepreneur turnover mode and its compensation incentive mode on enterprise performance. On the one hand, through longitudinal comparative analysis of the change of listed private entrepreneurs on the short-term and long-term benefits of the law. On the other hand, this paper probes into the influence of different salary incentive methods on the performance of private entrepreneurs in China, and compares the similarities and differences between the different incentive ways. The main conclusions of this paper are as follows: (1) under the background of economic transformation, private enterprises need to grasp the opportunity of economic transformation, and construct the evaluation criteria of senior management selection according to the future development strategy of enterprises, which is helpful for private enterprises to adapt to the economic transformation quickly. (2) there is a significant relationship between enterpriser turnover mode and short-term / long-term performance of the enterprise, and the internal successor is suitable for the enterprise to pursue short-term benefits. In the stage of economic transformation, external successors are more suitable for the formulation of long-term strategy and the pursuit of long-term performance. (3) different sources of successor entrepreneurs have different sensitivity to salary incentive schemes. Based on corporate performance as the basis for evaluating the effect of compensation incentives for successor entrepreneurs, it is found that external successors are more sensitive to short-term compensation, while internal successors are more inclined to obtain stock returns.
【学位授予单位】：山东科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F276.5;F272.91;F272.92;F275

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