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本文以2008-2011年沪深两市上市公司为样本,分析了我国上市公司内部薪酬差距与企业未来绩效的相关性,研究表明:我国上市公司高管团队内部薪酬差距与企业未来绩效呈正相关关系,符合竞赛理论,换而言之,一个相对较大的高管团队内部薪酬差距有时候是有利的,因为这样能够促进企业绩效;不只是高管团队之间而且他们与员工间薪酬差距与企业未来绩效之间的关系也是基本呈正相关的,符合竞赛理论,所以为了提高企业的运营效率,可以在一定程度上扩大企业高管与员工之间的薪酬差距;上述两个差距都能提高企业的绩效,而且后者更加明显。
Based on the sample of listed companies in Shanghai and Shenzhen from 2008 to 2011, this paper analyzes the correlation between the internal salary gap and the future performance of the listed companies in our country. The research shows that there is a positive correlation between the internal salary gap and the future performance of the listed companies in our country. , In line with the theory of competition, in other words, a relatively large compensation gap between senior management teams is sometimes beneficial as it promotes business performance; it is not just between executive teams and their pay gap with employees The relationship between future performance is also basically positive correlation with the competition theory, so in order to improve the operational efficiency of enterprises, to some extent, to expand the pay gap between executives and employees; the above two gaps can improve the business Performance, and the latter is more obvious.