摘要
金融危机爆发后,长期以来备受争议的高管薪酬问题再次被推倒了风口浪尖上。美国、欧盟相继出台"限薪令"限制金融高管薪酬。我国保险公司同样存在高管薪酬过高,机制不合理等问题。从2007年开始,我国相关机构就已开始制定指导保险公司高管薪酬发放的指导意见和规定,危机发生后,更是加大了对保险公司高管薪酬机制的管理力度。但对于如何建立保险公司高管长效的薪酬激励和约束机制,尤其是在后危机时期,仍需借鉴国际经验,从多方面做出改进,从而建立保险公司高管薪酬激励与约束的长效机制。
The long-time controversial issue of management compensation has been in the limelight since the strike of the financial crisis. USA and EU formulated ＂salary limit order＂ to limit senior management compensation in the financial sector. Such unreasonably high management salary and irrational mechanism also exist in China＇s insurance industry. Since the year ：2007, related institutions have formulated rules and provisions to provide guidance on the compensation level of insurance company executives. After the occurrence of the financial crisis, more attention has been paid to the executive compensation mechanism of insurance companies. Regarding how to establish the long-term compensation and restriction mechanism to insurance executives, especially during the post-crisis period, we shall learn from foreign countries to make improvements in various aspects, so as to establish a long-term mechanism.
出处
《保险研究》
北大核心
2010年第7期28-34,共7页
Insurance Studies
基金
山东省科技发展计划重点专项项目:创新及可持续发展山东产业集群研究(2009GG2008023)
教育部人文社科研究项目:中国经济刺激计划的退出时机
路径与政策优化研究
山东省教育厅项目:危机下出口信用保险促进山东外贸增长机制与对策(J09WH55)
山东省艺术科学重点课题:危机视角下山东省文化产业科学发展研究(2009316)的支助
关键词
保险公司
薪酬机制
后危机
约束
长效机制
insurance company
compensation system
post-crisis period
restriction
long-term mechanism
