儒家文化与公司高管-员工薪酬差距——基于权力距离的视角

Confucianism and the Compensation Gap between Executives and Employees: Based on Power Distance

社会传统文化存在影响高管-员工薪酬差距的可能性。儒家文化强调的“公平和谐”和“集体主义”倾向可能平滑公司高管与员工之间的薪酬差距,而儒家文化“伦理有序”的“等级观念”则可能加大企业薪酬差距,由此产生完全相反的影响机制。基于2007—2018年A股上市公司数据,实证研究发现:儒家文化越浓厚的地方,企业高管与员工的薪酬差距越大,稳健性与内生性分析表明这一结果是可靠的,说明儒家文化的等级观念在薪酬差距中起着主导作用。进一步分析发现:这种催化作用在家族企业中更为明显,在外来文化冲击较大的地区也更为显著,而在国有企业中则可能因行政机制和政策约束的限制而得到缓解。

It is possible that traditional social culture influences the executive-employee compensation gap. The tendency of “fairness and harmony” and “collectivism” emphasized by Confucian culture may narrow the compensation gap between executives and employees, while the “hierarchical concept” of “ethics and order” emphasized in Confucian culture may widen the compensation gap of enterprises, thereby producing completely opposite influence mechanisms. Based on the data of A-share listed companies from 2007 to 2018, the empirical study found that stronger Confucian culture leads to a larger compensation gap between executives and employees. Robustness and endogeneity analysis shows that this result is reliable, indicating that the hierarchical concept of Confucian culture plays a leading role in the compensation gap. Further analysis shows that the catalytic effect is more obvious in family enterprises and also in regions with large foreign culture shock, while in state-owned enterprises, the catalytic effect may be alleviated due to restrictions of administrative mechanisms and policy constraints.