本文選題：公司治理 + 股權(quán)激勵(lì)��； 參考：《遼寧大學(xué)》2015年碩士論文

【摘要】：股權(quán)激勵(lì)作為一項(xiàng)長(zhǎng)期激勵(lì)機(jī)制,早在上世紀(jì)八十年代興起于美國(guó),由于發(fā)展較早,西方國(guó)家在股權(quán)激勵(lì)方案設(shè)計(jì)和實(shí)施都有優(yōu)于其他國(guó)家的地方。例如,委托代理理論、人力資本理論和產(chǎn)權(quán)激勵(lì)理論都是西方國(guó)家在實(shí)施股權(quán)激勵(lì)時(shí)的有力理論支撐。在分析實(shí)施股權(quán)激勵(lì)效果時(shí),西方國(guó)家研究學(xué)者對(duì)于管理層持股與公司的經(jīng)營(yíng)業(yè)績(jī)之間是否存在著互相促進(jìn)的關(guān)系上存在一定分歧,但認(rèn)為管理層持股比例的大小與公司業(yè)績(jī)好壞之間有相互促進(jìn)作用的學(xué)者還是占大部分的。近年來(lái),股權(quán)激勵(lì)機(jī)制在國(guó)內(nèi)越來(lái)越得到重視和運(yùn)用,大部分國(guó)內(nèi)的研究學(xué)者、企業(yè)及政府也逐漸增多對(duì)于股權(quán)激勵(lì)的認(rèn)識(shí),并對(duì)股權(quán)激勵(lì)在我國(guó)的發(fā)展前景持肯定態(tài)度,這也為股權(quán)激勵(lì)在我國(guó)的發(fā)展提供了合適的人文環(huán)境。股權(quán)激勵(lì)可以激勵(lì)管理人員更勤勉的工作,充分調(diào)動(dòng)高管團(tuán)隊(duì)的積極性,提升企業(yè)的市場(chǎng)價(jià)值。相對(duì)而言,還有一些上市公司在發(fā)展初期或在擁有一定規(guī)模之后沒(méi)有實(shí)施對(duì)員工的激勵(lì)措施,則會(huì)面臨因薪酬體系、考核標(biāo)準(zhǔn)的不健全而導(dǎo)致的人才流失的問(wèn)題。自我國(guó)股權(quán)分置改革之后,國(guó)內(nèi)很多上市公司陸續(xù)開(kāi)始仿照國(guó)外成功實(shí)施股權(quán)激勵(lì)的公司來(lái)實(shí)行股權(quán)激勵(lì)的計(jì)劃。但我國(guó)經(jīng)濟(jì)市場(chǎng)還不夠成熟,起步也比西方國(guó)家要晚。因此如何針對(duì)我國(guó)所特有的國(guó)情,因地制宜的發(fā)展股權(quán)激勵(lì)計(jì)劃,如何針對(duì)不同企業(yè)的發(fā)展情況具體的實(shí)施股權(quán)激勵(lì),如何有針對(duì)性的解決在激勵(lì)計(jì)劃實(shí)施過(guò)程當(dāng)中面臨的若干問(wèn)題,如何有效的實(shí)施計(jì)劃促進(jìn)企業(yè)的發(fā)展,這些都是股權(quán)激勵(lì)在我國(guó)實(shí)行所需要深入研究的。蘇寧云商作為我國(guó)上市企業(yè)中的知名企業(yè),其在股權(quán)激勵(lì)計(jì)劃的實(shí)行上頗具代表性。本文通過(guò)研究國(guó)內(nèi)外股權(quán)激勵(lì)措施的效果,從蘇寧云商權(quán)激勵(lì)方案入手,采用專(zhuān)題研究的研究方法,全面細(xì)致地分析了蘇寧云商的股權(quán)激勵(lì)方案,并對(duì)其實(shí)施的結(jié)果進(jìn)行數(shù)據(jù)對(duì)比分析,旨在為其他上市公司在為自己公司設(shè)計(jì)股權(quán)激勵(lì)方案時(shí)提供借鑒和參考,從公司的實(shí)際情況出發(fā),設(shè)計(jì)出有本公司特色的股權(quán)激勵(lì)方案,同時(shí)也希望能夠?yàn)槲磥?lái)股權(quán)激勵(lì)的研究提供一些思路。
[Abstract]:As a long-term incentive mechanism, equity incentive emerged in the United States as early as 1980s. Because of its early development, the western countries have advantages over other countries in the design and implementation of equity incentive schemes. For example, the principal-agent theory, the human capital theory and the property right incentive theory are the support of the western countries in the implementation of equity incentive theory. In the analysis of the effect of equity incentive, scholars in western countries have some differences on whether there is a mutually promoting relationship between managerial shareholding and corporate performance. However, the majority of scholars believe that the proportion of managerial shareholding and the performance of the company promote each other. In recent years, the equity incentive mechanism has been paid more and more attention to and applied in our country. Most domestic researchers, enterprises and governments have gradually increased their understanding of equity incentive, and have a positive attitude towards the development prospect of equity incentive in our country. This also provides a suitable humanistic environment for the development of equity incentive in our country. Equity incentive can encourage managers to work more assiduously, fully mobilize the enthusiasm of the executive team, and enhance the market value of enterprises. Relatively speaking, there are still some listed companies in the initial stage of development or after having a certain scale of the implementation of incentive measures for employees, will face the salary system, assessment standards caused by the problem of brain drain. Since the reform of split share structure in China, many listed companies in China have started to imitate the foreign companies that have successfully implemented equity incentive plans. But our country economy market is not mature enough, start also later than western country. Therefore, how to develop equity incentive plan according to local conditions, how to implement equity incentive according to the development of different enterprises, How to solve some problems in the process of incentive plan implementation and how to effectively implement the plan to promote the development of enterprises, these are the equity incentive in our country need to be further studied. As a well-known listed enterprise in our country, Su Ning cloud business is representative in the implementation of equity incentive plan. By studying the effect of equity incentive measures at home and abroad, starting with the Su Ning cloud quotient incentive scheme, this paper analyzes the equity incentive scheme of Su Ning cloud quotient comprehensively and meticulously by using the method of special research. In order to provide reference and reference for other listed companies to design equity incentive schemes for their own companies, and from the actual situation of the company, the paper designs an equity incentive scheme with the characteristics of the company. At the same time, I also hope to provide some ideas for the future research of equity incentive.
【學(xué)位授予單位】：遼寧大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F724.6

【參考文獻(xiàn)】

中國(guó)期刊全文數(shù)據(jù)庫(kù) 前1條

1 于東智;股權(quán)結(jié)構(gòu)、治理效率與公司績(jī)效[J];中國(guó)工業(yè)經(jīng)濟(jì);2001年05期

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本文編號(hào)：1872248