作　　者： ; ; ;

机构地区： 华南理工大学工商管理学院

出　　处： 《广东商学院学报》 2013年第5期57-64,共8页

摘　　要： 学术界关于薪酬差距的研究主要有锦标赛理论和行为理论两个学派。大部分学者对高管内部薪酬差距与公司绩效关系的研究忽略了内生性问题，且几乎都没有考虑薪酬水平的调节作用。选取我国408家A股上市公司2005年～2010年的数据进行实证检验，发现高管内部薪酬差距与公司绩效存在内生性，而且在不同薪酬水平作用下，高管团队内部薪酬差距对公司绩效的影响存在差异。 Researches on pay gap are mainly divided into two different schools of thought in the academic world, namely tournament theory school and behavioral theory school. The majority of scholars neglect the endogenous problem in the relationship between the pay gap of top management team and firm performance. And almost all scholars have not taken into account the regulatory role of pay level. Thus, the paper selects 408 A-share listed companies in 2005 - 2010 as the empirical data. The analysis results show that there is an endogenous relationship between pay gap and firm performance, and there are differences in the influence of pay gap on firm performance at different pay levels.

关 键 词： 企业高管 薪酬差距 薪酬水平 公司绩效 内生性

领　　域： [经济管理] [经济管理]