摘要
基于行为理论视角,探讨了有色金属行业高管团队薪酬差距和高管离职的关系,以及高管团队薪酬差距和内、外部相对薪酬水平如何交互影响高管离职。基于2013年沪深两市A股上市公司有色金属板块高管数据的实证分析表明:高管团队薪酬差距越大,高管离职率越高;高管团队薪酬差距和内、外部相对薪酬水平交互影响高管离职;与所处薪酬差距较小团队的高管相比,高管所处团队薪酬差距越大,则内、外部相对薪酬水平对高管离职的影响越大。
Based on the behavioral theory,the paper studies the relation between compensation dispersion of executive teams and the turnover,as well as the influence of relative internal and external compensation levels and compensation dispersion of executive teams on the turnover of senior executives. The paper,based on the executives＇ data of A-share listed companies of nonferrous industry in Shanghai and Shenzhen stock market in 2013,draws the following conclusions： the compensation dispersion of top management team has significant effect on individual departure; the compensation gap of top management team and the executive＇s internal and external relative compensation level has mutual effect on executives＇ individual turnover. Compared with the executives who are in the team with the smaller compensation gap,the larger pay gap of the top management team,the greater the influence of internal and external relative compensation level on executives＇ turnover.
作者
吴安安
Wu An＇an(Business School of Hohai Universit)
出处
《黄金》
CAS
2016年第10期1-4,共4页
Gold
关键词
高管团队
薪酬差距
薪酬水平
高管离职
有色金属行业
top management team
compensation dispersion
compensation level
executives＇ turnover
nonferrous industry
