基于三维价值导向的高管薪酬的计量研究

发布时间：2018-06-17 22:33

本文选题：高管薪酬 + 知识价值　；参考：《南华大学》2014年硕士论文

【摘要】：随着经济全球化的发展，企业要想在竞争激烈的环境中生存下去，单纯的依靠物质和简单的劳动是无法完成的，必须依赖承载着知识和信息的人力资源。因此，拥有并留住一批优秀的高层管理人员对企业发展至关重要。薪酬是激发高管人员积极性和创造性的保证。当前关于高管薪酬定价的实证研究结果与理论基础存在很大的冲突，造成该冲突的关键很可能是高管的价值贡献计量方面存在严重的缺陷。人力资本价值作为高管薪酬定价的基础，其对企业价值的计量并没有完全包含高管对企业的价值贡献。因此人力资本定价的研究成果被应用到高管薪酬定价中，，可以更客观全面的反映人力资本的实际价值。本研究以制造行业的高层管理人员作为研究对象，探讨高管薪酬的计量问题。主要研究以下三个内容：第一，结合人力资本计量的相关研究，提出了一个基于三维价值导向的高管薪酬定价模型，该模型认为高管的薪酬定价应当综合考虑其对企业的三个方面的价值贡献：知识价值、财务价值和社会资本价值；第二，论述了高管对企业的三个方面的价值贡献，提出了有关高管薪酬与企业价值的三个假设；第三，在研究二的基础之上，运用相关分析、回归分析，对高管薪酬与企业价值之间的关系进行了检验。研究结果显示：高管创造的价值与其薪酬的关系主要体现在两个方面，一是财务价值和社会资本价值对高管薪酬有积极的影响；二是知识价值对高管薪酬的影响不明显。本文的研究结论对于企业高管薪酬的计量将起到一定的指导作用，对于完善企业的激励机制，具有较好的理论与实践意义。
[Abstract]:With the development of economic globalization, if enterprises want to survive in the competitive environment, it is impossible to simply rely on material and simple labor, and must rely on human resources carrying knowledge and information. Therefore, the possession and retention of a group of excellent senior management is essential for the development of the enterprise. The salary is the guarantee that stimulates the executive staff enthusiasm and the creativity. There is a great conflict between the empirical results of executive compensation pricing and the theoretical basis. The key to this conflict may be the serious defects in the measurement of executives' value contribution. The value of human capital as the basis of executive compensation pricing, its measurement of enterprise value does not fully include the value contribution of executives to the enterprise. Therefore, the research results of human capital pricing are applied to executive compensation pricing, which can reflect the actual value of human capital more objectively and comprehensively. In this study, senior management in manufacturing industry as the research object, to explore the measurement of executive compensation. The main research contents are as follows: first, combining with the related research of human capital measurement, this paper proposes a three-dimension value-oriented executive compensation pricing model. The model holds that the executive compensation pricing should consider the value contribution of the executive to the enterprise in three aspects: knowledge value, financial value and social capital value; second, the paper discusses the value contribution of the executive to the enterprise in three aspects: the knowledge value, the financial value and the social capital value. Three hypotheses about executive compensation and enterprise value are put forward. Thirdly, on the basis of research 2, the relationship between executive compensation and enterprise value is tested by correlation analysis and regression analysis. The results show that the relationship between the value created by executives and their compensation is mainly reflected in two aspects, one is that the financial value and social capital value have a positive impact on executive compensation, the other is that the impact of knowledge value on executive compensation is not obvious. The conclusions of this paper will play a certain guiding role in the measurement of executive compensation, and have good theoretical and practical significance to improve the incentive mechanism of enterprises.
【学位授予单位】：南华大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92

【参考文献】