本文關(guān)鍵詞：我國(guó)航空工業(yè)上市公司高管報(bào)酬激勵(lì)研究　出處：《鄭州航空工業(yè)管理學(xué)院》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 航空工業(yè) 上市公司 高管報(bào)酬 激勵(lì)機(jī)制 層級(jí)治理

【摘要】：隨著國(guó)企分類改革的不斷推進(jìn),在“限薪”、市場(chǎng)化的背景下,如何對(duì)行政任命和市場(chǎng)化選聘的不同類型高管進(jìn)行合理有效地差異化激勵(lì)成為當(dāng)前亟待解決的重要問(wèn)題。而航空工業(yè)作為支撐我國(guó)新時(shí)期軍事、經(jīng)濟(jì)變革的國(guó)家戰(zhàn)略性產(chǎn)業(yè),在面臨國(guó)企改革不斷深化的同時(shí),自身也處在快速的變革發(fā)展之中,其高管報(bào)酬激勵(lì)問(wèn)題更顯得尤為重要。本文基于比較、假設(shè)檢驗(yàn)和訪談三方面,對(duì)我國(guó)航空工業(yè)上市公司高管報(bào)酬激勵(lì)進(jìn)行了分析,歸納總結(jié)了當(dāng)前航空工業(yè)上市公司高管報(bào)酬激勵(lì)中存在的一些典型問(wèn)題,并提出了針對(duì)性的對(duì)策建議。本文的創(chuàng)新點(diǎn)主要體現(xiàn)在以下三個(gè)方面:第一,以航空工業(yè)上市公司作為研究對(duì)象,從高管薪酬影響因素及其激勵(lì)效果兩方面進(jìn)行了實(shí)證檢驗(yàn),豐富了高管報(bào)酬激勵(lì)的相關(guān)研究。第二,通過(guò)半結(jié)構(gòu)化訪談與數(shù)據(jù)分析相結(jié)合,從實(shí)踐角度總結(jié)了我國(guó)航空工業(yè)上市公司高管報(bào)酬激勵(lì)的一些典型問(wèn)題,彌補(bǔ)了單純數(shù)據(jù)分析可能帶來(lái)的片面性。第三,基于上市公司的層級(jí)治理,將航空?qǐng)?bào)國(guó)、創(chuàng)新超越的擔(dān)當(dāng)精神注入到全面報(bào)酬體系中,對(duì)航空工業(yè)上市公司高管報(bào)酬激勵(lì)機(jī)制進(jìn)行了優(yōu)化設(shè)計(jì)。
[Abstract]:With the continuous promotion of the classification reform of state-owned enterprises, under the background of "pay restriction" and marketization. How to make reasonable and effective differentiated incentives for different types of executives appointed by administration and selected by market becomes an important issue to be solved urgently, and aviation industry is the support of military affairs in the new period of our country. The national strategic industry of economic change, in the face of the deepening of state-owned enterprise reform, at the same time, it is also in the process of rapid change and development, the issue of executive compensation incentive is particularly important. This paper is based on comparison. On the basis of hypothesis test and interview, this paper analyzes the executive compensation incentive of China's aviation industry listed companies, and summarizes some typical problems in the current aeronautical industry listed companies' executive compensation incentive. And put forward targeted countermeasures and suggestions. The innovation of this paper is mainly reflected in the following three aspects: first, the aviation industry listed companies as the research object. From the executive compensation factors and incentive effect of empirical testing, enriched the executive compensation incentive related research. Second, through semi-structured interviews and data analysis combined. From the perspective of practice, this paper summarizes some typical problems of executive compensation incentive in China's aviation industry listed companies, and makes up for the one-sidedness that may be brought about by pure data analysis. Thirdly, it is based on the hierarchical governance of listed companies. This paper injects the spirit of airline service and innovation into the overall compensation system and optimizes the incentive mechanism of executive compensation for listed companies in aviation industry.
【學(xué)位授予單位】：鄭州航空工業(yè)管理學(xué)院
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F426.5;F832.51

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