薪酬委员会成员特征、薪酬激励与公司业绩研究

发布时间：2018-01-22 03:22

本文关键词： 薪酬委员会薪酬水平薪酬差距薪酬公平性公司业绩　出处：《四川师范大学》2017年硕士论文　论文类型：学位论文

【摘要】：在以人为本的当今社会,高管作为企业重要的人力资本,在企业发展中起着举足轻重的作用。薪酬契约是激励高管的常见手段之一,如何实现对高管的有效激励成为亟待解决的问题。自2007年次贷危机引起金融危机以来,多国政府相继出台各类薪酬治理政策;我国也于2009年9月16日颁布“限薪令”,关于我国薪酬治理问题的研究也进一步引起学界关注。2007年12月,中国证监会首次明确要求上市公司应在2007年度报告中披露“董事会下设审计委员会的履职情况汇总报告和薪酬委员会的履职情况汇总报告”,进一步强化了我国上市公司对薪酬委员的治理。薪酬委员会成员的特征在不同公司具有较强的多样性,探究其对高管薪酬、乃至公司业绩的影响方式有助于提高公司治理水平。基于此,本文试图探寻薪酬委员会成员特征对公司业绩的影响路径,并探索薪酬激励在该路径中发挥的作用。通过研究,本文得到以下结论。第一,具有审计背景薪酬委员会成员的公司,其高管薪酬水平较低、薪酬差距较小、公平性较强,公司业绩有一定程度下降;第二,具有高校背景薪酬委员会成员的公司,其高管薪酬水平较高、薪酬差距较大、公平性较弱,公司业绩有一定程度提高;第三,具有女性薪酬委员会成员的公司,其高管薪酬水平较低、薪酬差距较小、公平性较强,公司业绩有一定程度降低。本文从薪酬委员会成员特征的新视角,从高管薪酬水平、薪酬差距和薪酬公平性等方面丰富了有关薪酬激励的研究内容,进而提出有助于为薪酬治理乃至公司治理提供人力资源配备、薪酬设计等方面的新思路。因此,本文不仅在理论层面有助于拓展与丰富薪酬委员会有关研究文献,在实践方面也有助于加强与提高薪酬委员会治理效应。
[Abstract]:In the people-oriented society, executives, as an important human capital, play an important role in the development of enterprises. The salary contract is one of the common means to motivate executives. Since 2007, the subprime mortgage crisis has caused the financial crisis, the governments of many countries have introduced various kinds of salary governance policies. Our country also issued the "salary restriction order" on September 16th 2009, and the research on the issue of salary governance in our country also aroused the attention of the academic circles further. December 2007. For the first time, CSRC explicitly requires listed companies to disclose in their 2007 annual reports "the summary report on the performance of duties of the audit committee under the board of directors and the summary report on the performance of duties of the remuneration committee". It further strengthens the governance of compensation committee members of listed companies in China. The characteristics of compensation committee members in different companies have a strong diversity, explore its executive compensation. Based on this, this paper tries to explore the impact of the characteristics of compensation committee members on corporate performance. And explore the role of compensation incentive in the path. Through the study, this paper draws the following conclusions. First, the executive pay level is lower and the pay gap is small for the companies with audit background compensation committee members. The fairness is strong, the company's performance has a certain degree of decline; Second, the company with college background compensation committee member, its executive compensation level is higher, the pay gap is bigger, the fairness is weaker, the company performance has the certain degree enhancement; Third, the company with female compensation committee members, its executive pay level is lower, pay gap is smaller, fairness is stronger, corporate performance has a certain degree of decline. This paper from a new perspective of the characteristics of compensation committee members. From the executive compensation level, pay gap and compensation fairness, etc., it enriches the research content of compensation incentive, and then proposes to help provide human resources for compensation governance and even corporate governance. Therefore, this paper not only helps to expand and enrich the relevant literature of compensation committee in theory, but also to strengthen and improve the governance effect of compensation committee in practice.
【学位授予单位】：四川师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】