员工薪酬财务公正性测度研究——基于四川省上市公司的经验数据

A Study on Measuring Financial Justice in the Perspective of Employee Compensation——Evidence from Listed Companies Based in Sichuan

初次分配的公正性是社会公正的基础。企业财务目标应兼顾价值创造的效率和价值分配的公正性。将人力资本财务理论与财务公正理论相结合,运用"拉克尔法则"的主要观点和相关思想,依据增加额分配理论对拉克尔系数进行修正,提出"员工薪酬财务公正测度"方法。以2007年—2010年四川上市公司为样本,分"央企"、"地企"和"民企"进行员工薪酬财务公正性测度的验证。研究发现:在四川的央企人均薪酬远高于地企和民企,但人工投入产出低于地企和民企。央企的修正后拉克尔系数高于拉克尔系数黄金值,地企和民企相对较低。央企的薪酬分配高但未起到积极激励作用,地企和民企员工薪酬偏低。

The fairness of the initial distribution is believed to be the basis of social justice. Corporate financial goals should take into account both the efficiency of value creation and the justice of value distribution. Applying both the financial theory of human capital and financial justice theory, this paper proposes a method named ＂financial justice measure of employee compensation＂. The method is an improvement on Rucker coefficient according to value-added distribution theory. The sample contains listed companies in Sichuan province from 2007 to 2010 which are classified into ＂Central enterprises＂, ＂Local enterprises＂ and ＂Private enterprise＂. Our research finds that in Sichuan province the employee compensation of Central enterprises is highest while their output per labor cost is the lowest. The improved Rucker coefficient of Central enterprises is higher than the golden section point. In contrast, the coefficient of local enterprises and private enterprises is low. In conclusion, the high employee compensation of central enterprises has not produced effective incentive, and the employee compensation of local enterprises and private enterprise is relatively low.