国有上市公司薪酬变动及其影响因素研究

发布时间：2018-12-25 14:32

【摘要】：自改革开放以来，经济发展和收入分配一直是各界的关注的重点。八十年代时，，我国的收入分配更注重的是公平主义，但是十五大提出要打破公平主义、实施“注重效率、兼顾公平”的收入分配政策，提倡一部分人要先富起来。由于近年来，国有上市公司中高管拥有巨额薪酬的现象极其普遍，在党的十八届三中全会中，就提出要全面深化经济体制改革，形成合理有序的收入分配格局。因此，本文基于收入初次分配的视角，从研究薪酬相对变动出发，探索影响薪酬变动的主要因素，以期能够找到有效的办法缩小居民收入差距。首先，本文通过梳理前人的研究结果形成本文的研究内容、研究思路及研究方法，并回顾了有关我国上市公司薪酬变动影响因素的相关文献，归纳总结影响员工薪酬的因素和影响公司内部员工薪酬差距的因素。其次，本文分析了从2002年到2011年我国国有上市公司薪酬变动情况，分析结果显示高管前三名薪酬增长率、高管团队薪酬增长率和普通员工薪酬增长率依次递减，公司内部员工薪酬差距逐步拉大。并通过分行业、分地区比较后得出房地产业薪酬增长速度最快，农、林、牧、渔业薪酬增长最慢；东部地区增长速度最快，西部地区相对较慢。最后，本文采用SPSS17.0软件对我国国有上市公司数据进行实证研究，验证影响我国国有上市公司薪酬变动的主要因素，希望能给国有上市公司改革提供些许借鉴。本文的研究结论主要有：1、国有上市公司上年绩效越好、规模越大，公司内部高管与普通员工薪酬差距越大；2、国有上市公司的财务杠杆越高，企业内部薪酬差距越大；3、国有上市公司的股权分布和董事会、监事会结构对薪酬差距有显著影响，股权越集中，薪酬差距越大；董事会、监事会越大，薪酬差距越小；4、行业和地区对国有上市公司内部薪酬差距有明显的影响，风险高的行业较之风险低的行业，薪酬差距更大；发达地区比欠发达和不发达的地区薪酬差距更大。
[Abstract]:Since the reform and opening up, economic development and income distribution has been the focus of attention. In the 1980s, China's income distribution paid more attention to fairness, but the 15th National Congress proposed that we should break fairness, implement the income distribution policy of "pay attention to efficiency and give consideration to fairness", and advocate that some people should get rich first. In recent years, it is very common for the high management of state-owned listed companies to have a huge salary. In the third Plenary session of the 18th CPC Central Committee, it was proposed to deepen the economic system reform in an all-round way and form a reasonable and orderly pattern of income distribution. Therefore, based on the perspective of initial income distribution, this paper explores the main factors that affect the change of salary from the perspective of the relative change of salary, in order to find an effective way to narrow the income gap of residents. First of all, by combing the previous research results, this paper forms the research content, research ideas and research methods, and reviews the relevant literature on the factors affecting the salary changes of listed companies in China. Induces and summarizes the factors that affect the salary of employees and the factors affecting the pay gap within the company. Secondly, this paper analyzes the salary changes of the state-owned listed companies from 2002 to 2011. The results show that the top three salary growth rates of senior executives, the compensation growth rate of executive team and the salary growth rate of ordinary employees decrease in turn. The pay gap within the company is gradually widening. It is concluded that the real estate industry salary growth rate is the fastest, the agriculture, forestry, animal husbandry and fishery salary growth is the slowest, the eastern region is the fastest, and the western region is relatively slow. Finally, this paper makes an empirical study on the data of the state-owned listed companies by using SPSS17.0 software to verify the main factors that affect the salary changes of the state-owned listed companies, hoping to provide some references for the reform of the state-owned listed companies. The main conclusions of this paper are as follows: 1, the better the performance of state-owned listed companies in the past year, the larger the scale, the bigger the pay gap between executives and ordinary employees; 2, the higher the financial leverage of state-owned listed companies, the greater the internal pay gap; 3. The distribution of equity and board of directors of state-owned listed companies, the structure of board of supervisors have significant influence on the pay gap, the more concentrated the equity, the bigger the pay gap, the bigger the board of directors, the smaller the salary gap. (4) the industry and region have obvious influence on the internal pay gap of the state-owned listed company. The higher risk industry has the bigger pay gap than the lower risk industry, and the bigger the salary gap is in the developed region than in the underdeveloped and underdeveloped area.
【学位授予单位】：安徽工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.51;F272.92

【参考文献】