摘要
本文作者从合作需求一高管薪酬差距匹配这一视角，运用Polynomial回归以及Response Surface分析方法，研究了薪酬差距的激励效应。来自2006～2012年沪市主板上市公司3549个样本数据的分析表明，合作需求一高管薪酬差距的匹配较之不匹配，公司未来绩效更好；当CEO发生变更时，合作需求一高管团队薪酬差距的匹配对公司未来绩效影响更大。
This paper makes an empirical research on the relaUon between the TMT coordination Needs- CEO Pay Gap match and the future firm perfor- mance. The paper uses polynomial regression and response surface method to ana- lyze the incentive effect of the pay gap. The results show that higher fitness be- tween the CEO pay gap and TMT coordination needs predicts the better firm per- formance. Furthermore, the CEO changing has a positive moderation effect on this relationship. These findings highlight the important role played by company＇s own operating environment in the process of designing the CEO pay gap.
基金
全国统计科学研究计划项目“基于SNA框架的社会人力资本核算体系构建及其应用研究”(2014LY052)
