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在参考了大量文献的基础上,本文系统化的总结了高管团队薪酬公平性与企业绩效关系的相关研究成果、理论基础、薪酬公平性的量化方法、相关研究的结论。并对研究方向和视角进行了展望与拓展,提出了新的研究方向,认为行业、公司性质、地域经济水平等是影响该研究不能达成一致结论的原因之一,对该领域的研究可以根据不同行业、不同公司性质等进行更加细化和深入的分析。并且可以从非货币薪酬的角度对薪酬公平性进行衡量,同时引入经理人市场理论作为相关研究的理论基础,从而为二者的关系研究进一步提供理论依据。
On the basis of a large amount of references, this paper systematically summarizes the related research results, theoretical basis, quantitative methods of pay equity and the conclusions of the relevant studies systematically summarized the senior management team’s pay equity and corporate performance. And the research directions and perspectives are prospected and expanded. A new research direction is proposed. It is believed that one of the reasons that the study can not reach a consensus conclusion is that the industry, the nature of the company and the level of the regional economy are different. The research in this field can be conducted in different ways Industry, different nature of the company to conduct a more detailed and in-depth analysis. And we can measure the fairness of compensation from the perspective of non-monetary compensation, and at the same time, introduce the theory of manager’s market as the theoretical basis of the relevant research, so as to further provide a theoretical basis for the study of the relationship between the two.