高管薪酬、业绩与胜任力识别:一项行为金融实验——来自我国2012年沪深两市的经验证据

发布时间：2018-01-15 18:09

本文关键词：高管薪酬、业绩与胜任力识别:一项行为金融实验——来自我国2012年沪深两市的经验证据　出处：《经济学(季刊)》2017年03期 　论文类型：期刊论文

【摘要】：本文尝试对我国上市公司高管进行"胜任力相貌"与真实胜任力关系研究,采用准实验设计方法,以七个小实验,2 000多名受试者,研究高管的面部特征感知与胜任力的关系。将高管与非高管照片配对分析,发现看似更具吸引力和亲和力受试者的高管比率高于非高管。将大小公司高管照片配对分析,发现大公司高管看起来更具胜任力、亲和力和吸引力。通过受试者对高管面部特征感知进行数值评分,发现高管薪酬、业绩以及产权性质与这些感知的"胜任力"评级相关。成熟脸孔高管有更高"胜任力"分值。研究结果可为高管人才培养、选拔等提供有益参考。
[Abstract]:This paper attempts to study the relationship between "competence appearance" and true competence of senior executives of listed companies in China, and uses the quasi-experimental design method to study more than 2,000 subjects in seven small experiments. To study the relationship between facial perception and competency of senior executives. The photographs of executives and non-executives were paired and analyzed. The ratio of executives who appeared to be more attractive and approachable subjects was higher than that of non-executives. Photographs of executives from large and small companies were paired to find that executives at large companies looked more competent. Affinities and attractiveness. The executive compensation was found through the subjects' perception of facial features. Performance and the nature of property rights are related to these perceived "competency" ratings. Mature face executives have a higher "competency" score. The results provide useful references for the training and selection of executives.
【作者单位】：江西财经大学金融发展与风险防范研究中心;江西理工大学商学院;江西财经大学金融管理国际研究院;
【基金】：江西省高校人文社科研究项目(JJ162018) 国家自然科学基金项目(71172192);国家自然科学基金面上项目(71572108)的资助
【分类号】：F272.92;F832.51
【正文快照】： 一、引言企业要发展,引进和选拔培养企业管理者对于提高企业的竞争力非常重要。从中国企业家调查系统调查结果来看,企业高层管理人员产生的方式主要来自“董事会聘任”和“上级或行业主管机构任命”。随着改革的深入,我国高级经理人市场逐步建立,企业高管的选拔渠道不断拓宽,

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