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论文编号：	4521
作者编号：	1120080714
上传时间：	2012/6/14 10:04:07
中文题目：	高管员工薪酬差距、董事长特征与创造性产出
英文题目：	Pay gap between top management and workers,chairman characteristics and creative outcome
指导老师：	程新生
中文关键字：	高管员工薪酬差距，创造性产出，董事长特征，激励机制
英文关键字：	pay gap; creative outcome; chairman characteristics; incentive mechanism
中文摘要：	创造性是企业长期发展的动力，促进创造性产出是企业激励机制的关键任务。高管员工间的薪酬差距同时涉及高管和员工两个群体的激励问题，它既可能通过引发竞争促进产出，又可能因涉及薪酬不公平而妨碍产出；而竞争状态和组织公平对员工的创造性产出水平也同时具有影响，为此，高管员工薪酬差距可能会因其具有的竞争性和公平性特征影响企业创造性产出水平。而且，与以绝对额进行业绩评价确定薪酬的激励机制相比，高管员工薪酬差距通过相对业绩评价和报酬比较实施激励，有助于节约监控成本，对激励内隐性较强的雇员创造性活动具有较高的效率优势。为此，高管员工间薪酬差距与创造性产出间的关系可能具有一定研究价值。此外，作为中国上市公司中最重要的领导，董事长出于对组织目标和激励机制的关注，可能会影响薪酬差距竞争性和公平性以调节薪酬差距的激励效率和效果，进而，董事长的个人特征可能会在薪酬差距与创造性产出的关系上表现出不同的调节作用。本文借鉴了两种激励理论——锦标赛理论和公平理论关于薪酬差距与产出关系的分析框架，并整合了以往研究思路，以中国制造业上市公司数据实证检验了高管员工薪酬差距竞争性和公平性对创造性产出的综合激励效应；之后，又分析董事长特征反映的领导行为对薪酬差距竞争性和公平性的调节倾向和力度，并实证检验了其在薪酬差距与创造性产出关系中的调节作用。本文的研究目的在于，首先，同时分析高管员工薪酬差距这种激励机制对创造性产出所能激发的竞争效应和公平效应，以期更为全面地理解高管员工薪酬差距的相对业绩评价和报酬比较措施在激励企业创造性产出中的作用；其次，从企业最具影响力的领导行为因素入手，探讨董事长在高管员工薪酬差距激励创造性产出过程中的作用。本文的主要结论包括： 1. 理论分析表明，作为同时针对不同群体的外部激励措施（外部动机），高管员工薪酬差距设定是实现促进创造性产出这项组织目标的重要环节，薪酬差距的合理设定需兼顾竞争性和公平性。薪酬差距的公平性是激发雇员创造性活动的前提条件，竞争性则为发动雇员的创造性活动提供动力支持，两者缺一会导致薪酬差距对创造性产出的激励障碍发生。侧重薪酬差距公平性忽视竞争性，雇员实施创造性活动的动力往往不足，而侧重竞争性忽视公平性，则可能会降低雇员的组织承诺，甚至背离组织目标。因此，薪酬差距设定需合理兼顾竞争性和公平性，以促进创造性产出的组织目标实现。领导行为能影响薪酬差距竞争性和公平性特征，进而能调节薪酬差距的激励效果和效率。作为中国上市公司中最重要的领导，董事长的特征使其在影响薪酬差距竞争性和公平性时表现出差异性，进而会在薪酬差距与创造性产出的关系上表现出不同的调节作用。 2. 实证结果表明，在其他条件不变的情形下，总体上，高管员工薪酬差距与创造性产出间呈现显著正相关关系，薪酬差距越大，创造性产出越高。这表明，相比已获更多关注的来自雇员自身的内部工作动机而言，薪酬作为外部激励因素，可能也能对雇员创造性活动产生一定的激发作用，高管员工间的薪酬差距可能会同时激励不同群体的创造性活动，使企业创造性产出得到提升。并且，薪酬差距对创造性产出的激励还具有一定的延续性，除了能影响当期创造性产出，对后续期间的创造性产出也有促进作用。 3. 实证结果表明，董事长特征对高管员工薪酬差距与创造性产出关系具有一定调节作用。具体来看，董事长在位时间越长越有助于形成竞争性和公平性兼顾的高管员工薪酬差距，能正向调节高管员工薪酬差距与创造性产出间的关系；年长的董事长比年轻的董事长更有助于形成竞争性和公平性兼顾的高管员工薪酬差距，能正向调节高管员工薪酬差距与创造性产出的关系；董事长学历越高越倾向于形成公平性强但竞争性弱的薪酬差距，会负向调节高管员工薪酬差距与创造性产出间的关系；董事长兼职不利于形成和贯彻兼具竞争和公平的薪酬差距，会负向调节高管员工薪酬差距与创造性产出间的关系。这表明，董事长特征是影响高管员工薪酬差距激励创造性产出的重要调节变量，董事长特征所反映的不同行为可能会增强或减弱薪酬差距对创造性产出的激励效应。
英文摘要：	Creativity is the power for long term development of enterprise, and it is the key of incentive mechanism to improve creative outcome. The pay gap between top management and the worker involve the incentive issues of the two groups at the same time；on the one hand，it may increase outcome by inducing competition, on the other hand, it may decrease outcome because of unfairness of pay. The competition and organizational justice can have effect on creative outcome simultaneously, and then the pay gap between top management and the worker may impact upon the creative outcome due to competition and fairness of the pay gap. Additionally, compared with the incentive mechanism which the performance evaluation and the pay depend on the absolute performance measures, pay gap can implement incentive by relatively performance measurement and pay comparison, it will help decrease monitoring cost and have superiority on the incentive efficiency for creative activity which is more implicit. So the research on the relationship between pay gap and creative outcome may be interesting. Furthermore, due to the attention of organizational goal and incentive mechanism, chairman as the most important leader of listed company in China, may exert influence on the competition and fairness of the pay gap and moderate the incentive effect and efficiency, and the moderating effect is different among chairmen. On the reference of the analytic framework of tournament theory and equity theory, the paper integrate the research idea of above two theory, and gives an empirical test for integrated effect of the competition and fairness of the pay gap on creative outcome using the data of Chinese listed companies in the manufacture industry. Then, the paper analyzes the regulating intensity and inclination of chairman characteristics to the competition and fairness of the pay gap, and gives an empirical test for the moderating effect of chairman characteristics between pay gap and creative outcome. The one purpose of this study is to analyze simultaneously the competition effect and fairness effect on creative outcome which are caused by the incentive mechanism of pay gap between top management and the worker, and to obtain comprehensive understanding of the incentive role of the pay gap. The other purpose of this study is to discuss the role of chairman from the perspective of leader behavior in incentive process which is launched by pay gap between top management and the worker to creative outcome. The main conclusions are: 1. The hypothetical development shows that as an extrinsic incentive measures（extrinsic motivation）for different group, goal setting of pay gap between the top management and the worker is the important link to achieve goal of creative outcome, and should take overall consideration for the competition and fairness of the pay gap. For arousing creative activity, the fairness of pay gap is the premise and the competition of pay gap is the dynamics. Neither of the fairness or the competition may lead to the inefficiency or failure in the incentive process. When the goal of pay gap inclines to the fairness, dynamics of implementation of creative outcome might be insufficient；when the goal of pay gap inclines to the competition, it might lead to the lower organization commitment and even departure from organizational goal. So it is important to take comprehensive consideration to the competition and fairness of the pay gap to promote attainment of goal of creative outcome. Leader behavior may influence on the competition and fairness of the pay gap and moderate incentive effect and efficiency of pay gap. As the most important leader of listed company in China, chairman may influence differently on the competition and fairness of the pay gap due to chairman characteristics, and then making the moderating effect on the creative outcome different among chairmen. 2. The empirical result shows that ceteris paribus, on the whole a positive significantly relationship between the pay gap and level of creative outcome can be found, the bigger pay gap，the higher level of creative outcome. It means that compared to the intrinsic incentive which has received many concerns, as an extrinsic incentive factors pay might arouse creative activity, the pay gap between top management and the worker may arouse simultaneously arouse creative activity to different groups and promote creative outcome. Moreover, the effect of pay gap on creative outcome may be continuous, the pay gap may stimulate contemporaneous creative outcome and have a hysteresis effect on the creative outcome in the consequent period. 3. The empirical result shows that chairman characteristics can significantly moderate the relationship between the pay gap and creative outcome. Specifically, those who are elder and have been as a chairman for a longer term, are benefitary to comprehensive consideration for the competition and fairness of the pay gap, and moderate positively the relationship between pay gap and creative output. However, those who are highly educated tend to determine the pay gap which is more fair but less competitive, and moderate negatively the relationship between pay gap and creative output; for these chairman who has par-time job, it is difficult to take comprehensive consideration to the competition and fairness of the pay gap, and moderate negatively the relationship between pay gap and creative output. It means that chairman characteristics may be an important moderating variable which influence the relationship between the pay gap and creative outcome, the behaviors related to chairman characteristics may positively or negatively moderate the effect of pay gap on creative outcome.
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