企业竞争战略、高管薪酬和经营绩效之间关系研究

发布时间：2018-03-01 02:04

本文关键词： 企业竞争战略高管薪酬经营绩效层序聚类分析　出处：《太原理工大学》2016年硕士论文　论文类型：学位论文

【摘要】：生产能力体系与经济契约关系的有机统一是企业的本质属性,而经营绩效作为管理领域所研究的重要变量,也同样是企业核心竞争力的体现。能把人力资源战略与企业战略紧密有机的结合在一起是高绩效企业最明显的特征,人力资源能对企业战略产生高达43%的整体影响力,几乎是其它任何因素影响力的2倍。为此,2014年8月29日,中共中央政治局召开会议,审议通过了《中央管理企业负责人薪酬制度改革方案》。由此可见,薪酬管理成为了未来研究的方向。本文以委托代理理论、权变理论以及竞争战略理论为指导,对研究高管薪酬和经营绩效之间关系、企业竞争战略和高管薪酬之间关系以及企业竞争战略、高管薪酬和企业经营绩效三者之间关系的文献进行了概括梳理,提出了实施产品差异化战略企业比实施成本领先战略企业使用更高比例的绩效薪酬和竞争战略和绩效薪酬的不相匹配将会对绩效产生消极影响这两个假设。然后以504家制造业上市公司为研究对象,采用层序聚类分析法,对样本企业进行了企业竞争战略分类,结果得到了116家产品差异化企业和388家成本领先企业。随后利用权变方法和两阶段法,研究了高管薪酬和企业战略之间的匹配程度对企业绩效的影响情况。在实证研究分析中,通过层序聚类分析、描述性统计分析、相关性统计分析、变量测定以及回归分析等定量分析方法验证了所提出的两个假设,即产品差异化企业比成本领先企业使用更高比例的绩效薪酬;企业竞争战略和高管绩效薪酬的不相匹配将会对企业经营绩效产生消极影响。论文的实证研究结果显示:描述性统计和回归分析结果都表明,实施产品差异化战略的企业同实施成本领先战略的企业相比,倾向于支付给高管更高比例的绩效薪酬;从相关性分析可以看出,高管薪酬与企业经营绩效有显著的相关关系。同时,回归分析也表明,高管薪酬与企业经营绩效是显著相关的;不匹配的战略和高管薪酬与企业绩效是显著负相关的。最后,根据本文对企业竞争战略、高管薪酬和企业经营绩效之间关系的实证研究结果提出如下建议:(1)设置合理的薪酬制度。注重报酬结构的合理性与报酬形式的多样性的同时,注意发挥退休金计划、医疗保险、职务补贴等激励手段的激励作用,防止这些激励手段被流于形式。此外,还要注意增加股权激励等长期激励机制,改善退休保障措施,从而有效防止高管人员的短期行为。(2)高管薪酬制度要与企业竞争战略相匹配,不要让薪酬制度成为企业获得良好经营绩效的绊脚石。(3)建立合理的高管绩效评价体系,适当引入非财务指标,使高管薪酬与管理绩效达到合理匹配,从而真实、合理地评价高管的经营成果。本文的创新点主要有两点:(1)在借鉴前人的研究基础上,选取五个指标,利用层序聚类方法将样本企业所实施战略分为产品差异化战略和成本领先战略两类,提出了一种对企业所实施战略进行分类的可行方法。(2)研究了企业竞争战略、高管薪酬和经营绩效三者之间的关系。目前,我国还没有学者和专家对企业竞争战略、高管薪酬与经营绩效三者之间的关系进行研究。并且,对于高管薪酬和企业竞争战略的研究,前人的研究大多为理论研究,很少为实证研究,而本文利用实证分析方法,在研究企业竞争战略与高管薪酬之间关系的基础上,研究了企业竞争战略、高管薪酬和企业经营绩效三者之间的关系。
[Abstract]:The organic unity between production system and economic contract is the essential attribute of enterprises, and the business performance management as an important variable field of research, is also the embodiment of the core competitiveness of enterprises. The human resources strategy and enterprise strategy closely together is the most obvious characteristic of high performance business, human resources can produce up to 43% of the overall impact on corporate strategy, almost 2 times as much as any other influence factors. Therefore, in August 29, 2014, held a meeting of the Political Bureau of the CPC Central Committee, passed the "central management of enterprises pay system reform program. It is responsible for people, salary management has become the future direction of the research. Based on the principal-agent theory, contingency theory and the theory of competitive strategy, to study the relationship between executive compensation and performance, the relationship between competitive strategy and executive compensation to And the enterprise competition strategy, and summarizes the relationship between executive compensation and corporate performance of the three documents, put forward the implementation strategy of enterprise product differentiation than the implementation of cost leadership strategy enterprises to use a higher proportion of performance compensation and competitive strategy and performance salary does not match will have a negative impact on the performance of these two assumptions. Then in 504 manufacturing listed companies as the research object, using the hierarchical cluster analysis method, the sample enterprises for the enterprise competition strategy classification results of 116 product differentiation enterprises and 388 leading enterprises. Then using contingency cost method and two stage method, studied the matching degree between executive compensation and corporate strategy the impact on corporate performance. In the empirical analysis, through hierarchical cluster analysis, descriptive statistical analysis, correlation analysis, determination and return variables Regression analysis quantitative analysis verified the proposed two hypotheses, namely product differentiation enterprises than cost leading enterprises to use a higher proportion of performance compensation; the enterprise competition strategy and executive performance salary does not match will have a negative impact on the business performance. The empirical results show: the results of descriptive statistics and analysis the regression shows that the implementation of product differentiation strategy of enterprises with the implementation of cost leadership strategy than companies tend to pay a higher proportion of executive performance salary; from the correlation analysis shows that there is a significant correlation between executive pay and corporate performance. At the same time, the regression analysis also shows that the executive compensation and corporate performance. Correlation is significant; matching strategy and executive compensation and corporate performance is negatively related. Finally, according to the enterprise competition strategy, high Guan Xinchou The results of empirical research and the relationship between business performance and puts forward the following suggestion: (1) setting a reasonable salary system. Pay attention to the diversity of rationality and the form of payment for compensation structure at the same time, pay attention to the role of pension plans, health insurance, job subsidies and other incentives incentives, to prevent these incentives are a mere formality. In addition, pay attention to increase the long-term incentive mechanism of equity incentive, improve retirement security measures, so as to effectively prevent short-term behavior of executives. (2) the executive compensation system to match the enterprise competition strategy, not to let the salary system become a stumbling block to the enterprise to obtain the good performance. (3) establish reasonable executive performance evaluation system, appropriate the introduction of non-financial indicators, the executive compensation and performance management to achieve a reasonable match, so true, reasonable evaluation of executive business results. The main innovations of this paper are Two points: (1) based on the previous research, this paper selects five indicators, using sequence clustering method to sample the enterprise strategy is divided into product differentiation strategy and cost leadership strategy two, put forward a feasible method to classify the strategic implementation of enterprise. (2) research on enterprise competition strategy and the relationship between executive compensation and the performance of the three. At present, China has no scholars and experts on the enterprise competition strategy, to study the relationship between executive compensation and the performance of the three. And, for the study of executive compensation and the enterprise competition strategy, previous research is mostly theoretical research, few empirical studies. This paper uses the empirical analysis method, based on the study of the relationship between competitive strategy and executive compensation, the enterprise competition strategy, the relationship between executive compensation and corporate performance of the three.

【学位授予单位】：太原理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F271;F272.92;F275

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