本文選題：高技術(shù)產(chǎn)業(yè) + 高管團隊��； 參考：《江南大學(xué)》2015年碩士論文

【摘要】：高技術(shù)產(chǎn)業(yè)是中國產(chǎn)業(yè)結(jié)構(gòu)轉(zhuǎn)型期的新生力量,高技術(shù)產(chǎn)業(yè)績效的提升及可持續(xù)發(fā)展無論對高技術(shù)產(chǎn)業(yè)本身還是整個國家而言,都具有重大意義。員工對促進高技術(shù)產(chǎn)業(yè)績效起著舉足輕重的影響,但是企業(yè)為獲取人力資本對員工所支付的薪酬不等,由此形成的薪酬差距頻頻激發(fā)企業(yè)激勵有效性、社會收入不公平等問題,已發(fā)展到白熱化程度。為提升高技術(shù)產(chǎn)業(yè)企業(yè)績效、實現(xiàn)社會公平,研究高技術(shù)產(chǎn)業(yè)企業(yè)薪酬差距與企業(yè)績效的關(guān)系,十分必要且迫切。本文基于理論與文獻總結(jié)—相關(guān)關(guān)系研究—實證檢驗—結(jié)果分析的邏輯框架對高技術(shù)產(chǎn)業(yè)企業(yè)內(nèi)外部薪酬差距與企業(yè)績效間的關(guān)系進行探究。首先在對基本概念界定的基礎(chǔ)上,對已有研究薪酬差距與企業(yè)績效關(guān)系的文獻進行梳理和總結(jié),剖析了錦標(biāo)賽理論、行為理論、“權(quán)變理論”等理論的作用機制,并探究了相關(guān)因素在其中扮演的調(diào)節(jié)效應(yīng);其次,從企業(yè)內(nèi)部高管團隊、普通員工兩個層級出發(fā),挖掘企業(yè)內(nèi)部不同層級員工間薪酬差距,以及企業(yè)內(nèi)不同層級員工與企業(yè)外部行業(yè)、地區(qū)等薪資水平差距與企業(yè)績效的關(guān)系;此外,密切關(guān)注企業(yè)權(quán)力結(jié)構(gòu)、創(chuàng)新能力水平、企業(yè)性質(zhì)等三個特色指標(biāo)對企業(yè)內(nèi)部薪酬差距與企業(yè)績效的調(diào)節(jié)效應(yīng)關(guān)系;最后,選用我國170家高技術(shù)產(chǎn)業(yè)上市公司2008-2013年的數(shù)據(jù),運用面板數(shù)據(jù)模型進行檢驗以上所提假設(shè)。實證研究結(jié)果表明:(1)就高技術(shù)產(chǎn)業(yè)企業(yè)內(nèi)部而言,高管團隊間及其與普通員工間的薪酬差距均與企業(yè)績效呈“倒U型”關(guān)系。(2)就企業(yè)外部而言,企業(yè)內(nèi)部高管團隊和企業(yè)外部行業(yè)、地區(qū)間薪資水平差距分別與企業(yè)績效呈正相關(guān)、“倒U型”關(guān)系;普通員工和企業(yè)外部薪資水平差距與企業(yè)績效的關(guān)系均呈負相關(guān)。(3)就調(diào)節(jié)效用而言,權(quán)力結(jié)構(gòu)、創(chuàng)新能力水平對企業(yè)內(nèi)部不同層級間的薪酬差距與企業(yè)績效的關(guān)系起到調(diào)節(jié)效應(yīng),而企業(yè)性質(zhì)僅對高管團隊間薪酬差距與企業(yè)績效關(guān)系起調(diào)節(jié)效應(yīng)。依據(jù)實證結(jié)果,高技術(shù)產(chǎn)業(yè)企業(yè)應(yīng)當(dāng)加大對核心高級管理人員的長期激勵、合理設(shè)置普通員工的薪酬水平、平衡不同層級的員工間薪酬差距,并且應(yīng)當(dāng)關(guān)注自身研發(fā)技術(shù)需求、調(diào)整企業(yè)管理者權(quán)力結(jié)構(gòu)、深化國有性質(zhì)企業(yè)改革。政府則需要合理采用宏觀調(diào)控措施,防止薪酬“一刀切”帶來的危害。
[Abstract]:The high-tech industry is a new force in the transition period of China's industrial structure. The promotion and sustainable development of high technology industry is of great significance to both the high technology industry itself and the whole country. The employees play an important role in promoting the performance of the high-tech industry, but the enterprise is supporting the employees for the acquisition of human capital. The salary gap has been developed to the degree of white hot. It is very necessary and urgent to study the relationship between the salary gap and the enterprise performance in high technology industry enterprises. With the literature review - the logical framework of the correlation study - the empirical test - the result analysis, the relationship between the internal and external compensation gap and the enterprise performance is explored. First, on the basis of the definition of the basic concepts, the literature on the relationship between the salary gap and the enterprise performance is reviewed and summarized. The mechanism of the theory of tournament theory, behavior theory, "contingency theory" and so on, and to explore the regulating effect of the related factors in it. Secondly, from the two levels of the internal management team and the ordinary employees, the compensation difference between the different levels of employees in the enterprise, and the different levels of employees and the enterprises outside the enterprise are excavated. In addition, we pay close attention to the relationship between the three characteristics of the enterprise power structure, the level of innovation ability and the nature of the enterprise on the adjustment effect between the internal compensation gap and the enterprise performance. Finally, the data of the 2008-2013 years of the listed companies of 170 high-tech industries in China are selected and the panel data are used. The model is used to test the above assumptions. The results of the empirical study show that: (1) in the interior of high-tech industries, the compensation gap between senior executives and their common employees has a "inverted U" relationship with the enterprise performance. (2) in terms of the external enterprise, the gap in the salary level between the internal executive team and the external industry of the enterprise is divided. Do not have a positive correlation with enterprise performance, "inverted U" relationship; the relationship between the average employee and the external salary level is negatively related to the relationship between the enterprise performance. (3) in terms of adjustment utility, the power structure and the innovation ability level play a regulatory effect on the relationship between the salary gap and the enterprise performance at different levels within the enterprise, and the nature of the enterprise is only. According to the empirical results, the high-tech industry enterprises should increase the long-term incentive to the core senior managers, set up the salary level of the ordinary employees reasonably, balance the salary gap between different levels of employees, and should pay attention to their own research and development technology needs and adjust the enterprises. The power structure of managers should deepen the reform of state-owned enterprises. The government needs to adopt macro control measures rationally to prevent the harm caused by "one size fits all".

【學(xué)位授予單位】：江南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F276.44

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