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论文编号：	9308
作者编号：	2120152503
上传时间：	2017/6/19 22:09:22
中文题目：	高管薪酬差距与企业创新的关系研究
英文题目：	Research on the Relationship between Pay Gap of Top Management Team and Enterprise Innovation
指导老师：	牛建波
中文关键字：	薪酬差距；自信程度；企业创新
英文关键字：	Pay Gap；Degree of Confidence；Enterprise Innovation
中文摘要：	现代企业在日新月异的环境中、激烈残酷的竞争下，要想跟上时代的脚步做到基业长青，创新是一条必由之路。科学技术是第一生产力，企业必须通过不断创新才能提升自己的核心竞争力，在瞬息万变的社会中站稳脚跟并良好发展。高级管理人员作为企业中的最高决策者，其特征与行为会在很大程度上影响着企业的战略方向与未来发展，同样也对企业创新有着不可忽视的作用。从上世纪80年代开始，国内外学术界和实务界人士都对高管人员的薪酬问题给予了广泛关注。高管的薪酬激励是公司治理中的一个不可忽视的问题，学者们在这方面的研究也在不断地拓展和深入。高管人员内部之间的薪酬差距是薪酬体系中的一个重要部分，也是一个被当前国内外学者广泛研究的热点问题。 对于高管来说，较大的薪酬差距意味着较高的相对薪酬，这是对高管能力和才华的肯定，会促进高管自信程度的提升，而自信程度较高的高管对于高风险、高收益企业创新活动又会更加的青睐。因此，如何看待高管人员间薪酬差距的作用？如何更有效地通过薪酬激励影响到高管的心理和行为，进而提高企业的创新水平？加上高管持股比例、流通股比例两个调节变量以后又会呈现什么样的结果？这是本文主要研究的问题。 本文的研究对象为我国沪深两市A股上市公司，研究方法为文献研究方法和实证研究方法，通过理论和实证分析相结合来获得相应的结论。本文选取在沪深两市主板上市的企业2005-2015年的数据，采用Stata统计分析软件进行实证分析，对理论部分进行检验，得出最终的结果。 本文研究结果表明，高管薪酬差距与企业创新之间具有显著的正相关关系。本文不仅丰富了相关领域的研究内容，也为企业如何设置高管间薪酬差距提供了有价值的参考。
英文摘要：	Modern enterprises are in the ever-changing environment, facing the fierce brutal competition. In order to keep up with the footsteps of the times and be everlasting, innovation is the road which enterprises must follow. Science and technology is the first productive forces, so enterprises must continue innovating to enhance their core competitiveness in the rapidly changing society. Top managements, as the highest decision maker in the enterprise, their characteristics and behavior will greatly affect the strategic direction and future development of the enterprise. Also, the effect of top managements on enterprise innovation can not be ignored. From the 80s of last century, domestic and foreign academia and practitioners have paid a lot of attention to the pay of top managements. The compensation of top managements is a problem that can not be ignored in corporate governance, and scholars' research in this field is constantly expanding and deepening. The pay gap between top management team is an important part of the salary system, and it is also a hot issue that is widely studied by scholars at home and abroad. For top management, the larger pay gap means higher relative pay, which is the recognition of executive ability and talent. It will promote top management’s level of self-confidence to enhance. High-confidence executives are more fond of a high-risk, high-yield business innovation. Therefore, what is the role of the pay gap of top management team? How to affect the psychological and behavior of top management more effectively through the pay incentive, thereby enhancing the level of innovation? Adding the proportion of executive shareholdings, the proportion of outstanding shares after the two regulatory variables will show what kind of results? These are what this paper focus on. The research object of this paper is the A-share listed companies in Shanghai and Shenzhen stock exchange. The research methods are literature research methods and empirical research methods, and the corresponding conclusions are obtained through theoretical and empirical analysis. In this paper, the data of 2005-2015 enterprises listed in Shanghai and Shenzhen stock exchange are selected, and the empirical analysis is carried out by Stata statistical analysis software. The theoretical part is tested and the final result is obtained. The results of this study show that there is a significant positive correlation between pay gap of top management team and enterprise innovation. This paper not only enriches the research content in related fields, but also provides valuable reference for enterprises to set the pay gap between top management team.
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