薪酬结构对企业绩效的影响研究（全文）

摘要

一个企业的发展会被许多的因素所影响，而在其中发挥着决定性与关键性作用的因素是管理，而管理中最关键的一部分表现在对于人才的管理上。在数量庞大的人才中，公司的管理层在公司发展阶段对公司起着至关重要的影响。伴随着经济体制持续的发展完善，国内公司的现代企业制度已基本建成，而接踵而来的问题便是公司管理层人员的薪酬激励问题。

根据有关调查所得的数据显示，国内公司的管理层人员更倾向于将自身的薪酬同自身的业绩相关联。当前国内公司处于管理层的职工的薪酬情况显示，现在国内关于薪酬的构成仍旧比较简单，固定收入依旧是管理层人员的主要收入。而这一情况将会对管理层对于工作的积极性造成极大的影响。同时管理层作为推动一家公司向前发展的关键环节，在公司的可持续发展中，发挥着举足轻重的作用，管理层人员的积极性将会对公司的发展以及公司绩效产生直接的影响。

有关研究表明，国内公司的管理层人员，在其薪酬收入中，大部分是短期薪酬，仅有一小部分的薪酬是长期的带有激励性质的薪酬。但是，这种长期的带有激励性质的薪酬更有利于公司实现可持续性发展，可以有效的减少公司关系体系中委托方和代理方之间出现利益无法保持一致的状况。这样公司的管理层人员常常会被短期利益所影响而做出一些有害于公司可持续发展的行为，导致公司在经济方面受到了一定的损失，更严重的甚至会对公司的生存产生影响。从中可以发现，对公司的管理层人员来说，拥有一套科学且符合实际的薪酬结构体系可以在刺激企业管理层人员在工作上的积极性的同时还能够推动企业健康的成长。

本篇文章在前人研究的基础上，研究分析公司管理层薪酬结构和企业绩效的有关理论以及研究现况，然后通过对中国橡胶机械行业管理人员薪酬结构以及企业绩效的现状分析，来对其整体发展进行探索。在此基础上，本文收集有关的数据资料，经由对因子分析以及回归模型的应用研究，研究中国橡胶机械行业管理人员薪酬结构是否会对企业绩效带来效应，并针对中国橡胶机械行业管理人员薪酬结构中存在的问题，从多个方面入手对中国橡胶机械行业管理人员薪酬结构提出优化和完善措施。

本文的主要结论如下：

（1）从薪酬结构对企业绩效的作用机理而言，固定薪酬是由管理人员自身的素质以及所工作的岗位等各种“过去”的事实因素而决定的，是具有数目一定的激励工具。然而这种类型的激励机制存在的一个重要的缺陷就是在灵活性方面不足。弹性薪酬则在很大的程度上，有助于降低管理人员采取风险规避行为。一旦薪酬受到企业的经营绩效的作用，而发生改变，弹性薪酬就会对管理人员产生很强的激励效果以及风险承担作用。在薪酬的组成中，固定以及弹性两个方面所占的比例，会对于管理人员的行为以及其积极性等方面产生不同的作用，作用程度的大小，会进一步对于公司绩效产生作用。

对中国橡胶机械企业管理层薪酬结构对企业绩效的影响进行实证分析后发现，中国橡胶机械企业管理层人员的薪酬构成比例对该公司的绩效影响显著。但是这种相关系数较小，这有可能是因为当中国橡胶机械企业管理层人员的弹性薪酬达到较高的比例后，虽然能够对管理层人员起到较大的激励作用，提高其工作积极性，但是这同时也意味着管理层人员报酬的不确定性，此时，管理层人员就有可能在面对一些投资项目时采取一些行为来降低风险和缩短投资回报期限，从而降低管理层人员自身的业绩风险。中国橡胶机械企业管理层人员的薪酬构成比例满意度对该公司的绩效的并不会产生明显的作用。分析原因，可能是因为中国橡胶机械企业管理层人员所受到的激励作用，除了受到其薪酬构成比例的影响外，还会受到一些其他因素的影响，如管理层人员的薪酬水平、非物质激励因素等。同时，一个企业绩效的高低，除了受到管理层人员薪酬激励的影响外，还会受到例如企业内部资源问题、企业所处大环境因素等影响。

本研究的开展，具有一定的理论意义和现实意义。有关薪酬结构对于公司绩效所产生的影响的研究，当前在学术领域还未出现较为统一的见解。本次研究选择的对象是在具体区域中的具体行业，对于该行业中的薪酬结构同公司绩效间存在的关系，从理论方面进行论述并通过实证进行分析，这一行为从一定程度上丰富了该行业原有的研究内容，并且还实现了对有关理论的补充以及完善。

构建符合公司发展要求的薪酬结构，在帮助公司实现经营目标的同时也满足了职工自身的物质需要以及精神需要，而这对现代市场经济发展以及橡胶机械行业的可持续发展而言在实践方面存在着极为关键的含义。

首先，本项研究能够作为其他行业在构建公司管理人员薪酬结构时的参考。对于中国橡胶机械行业公司管理人员薪酬结构的有关研究，利用调研等手段对具体执行的结构进行剖析，得出该结构存在的优点以及不足之处，同时针对于该结构所具有的特征，提出相应的完善手段，不仅能够推动中国橡胶机械行业对其机理机制的改良，同时还能作为其他与之相关的行业提供了有关于员工激励方面的样本。

其次，分析中国橡胶机械行业管理人员的薪酬结构有助于整个行业的质量的优化改良，以此为国内橡胶机械的发展乃至国民经济整体的发展提供强有力的保证。我国目前仍处在经济转轨阶段，在这一阶段，产品增长形式正处在由粗放型转变为集约性的阶段。在经济转轨阶段，公司对于人才的需要以及使用有了全新的形式。研究分析处于经济转轨阶段的中国橡胶机械行业人才激励制度，在推动该行业向前发展的同时，对社会整体的发展发挥着至关重要的影响，对于社会的发展存在着极其关键的意义。

 

关键词：薪酬；薪酬结构；满意度；橡胶机械行业

 

Abstract

The development of a company is influenced by many factors, and the factor that plays a decisive and critical role in it is management, and the most critical part of management is in the management of talents. Among the large number of talents, the company's management plays a vital role in the company's development stage. Along with the continuous development and improvement of the economic system, the modern enterprise system of domestic companies has been basically completed, and the ensuing problem is the salary incentive problem of the company's management personnel.

According to the data from the survey, the management personnel of domestic companies want to associate their own compensation with their own performance. At present, the salary of employees of domestic companies in management shows that the composition of wages in China is still relatively simple, and fixed income is still the main income of management personnel. This situation will have a great impact on management's enthusiasm for work. At the same time, management is a key link to promote a company's development. In the company's sustainable development, management personnel play a pivotal role, and the enthusiasm of management personnel will have a direct impact on the company's development and company performance.

Relevant research shows that the management personnel of domestic companies, in their salary income, are mostly short-term remuneration, and only a small part of the remuneration is long-term incentives with incentives. However, this long-term incentive with incentives is more conducive to the company's sustainable development, and can effectively reduce the situation in which the interests of the principal and the agent in the company relationship system cannot be consistent. In this way, the company's management personnel are often affected by short-term interests to make some behaviors that are harmful to the company's sustainable development, resulting in a certain economic loss to the company, and even more serious impact on the company's survival. It can be found that for the company's management personnel, having a scientific and practical salary structure system can stimulate the enthusiasm of the management team members at work while promoting the healthy growth of the company.

Based on the previous studies, this article studies and analyzes the relevant theories and research status of the company's management salary structure and corporate performance, and then analyzes the current situation of China's rubber machinery industry executives' compensation structure and corporate performance. Explore the overall development. On this basis, this paper collects relevant data, through the analysis of factor analysis and regression model, whether the salary structure of China's rubber machinery industry executives has an effect on corporate performance, and for the salary structure of Chinese rubber machinery industry managers The problems existing in the paper, from several aspects, propose optimization and improvement measures for the salary structure of managers in China's rubber machinery industry.

The main conclusions of this paper are as follows:

(1) From the perspective of the mechanism of the salary structure on corporate performance, fixed salary is determined by the quality of the management personnel and the various “past” factual factors such as the co-organized positions of the work, and has a certain number of incentives. tool. However, an important flaw in this type of incentive mechanism is the lack of flexibility. Flexible compensation, to a large extent, helps to reduce risk aversion by managers. Once the salary is changed by the business performance of the company, the flexible salary will have a strong incentive effect and risk-taking effect on the management personnel. In the composition of salary, the proportion of fixed and flexible aspects will have different effects on the behavior of managers and their enthusiasm. The degree of action will further affect the company's performance.

An empirical analysis of the impact of the compensation structure of China's rubber machinery enterprises on corporate performance found that the proportion of the salary components of the management personnel of China's rubber machinery enterprises had a significant impact on the company's performance. However, this correlation coefficient is small. This may be because when the flexible salary of the management personnel of China's rubber machinery enterprises reaches a higher proportion, although it can play a greater incentive to the management personnel and improve their enthusiasm for work, But this also means the uncertainty of the management's compensation. At this time, management personnel may take some actions to reduce risks and shorten the return on investment in the face of some investment projects, thus reducing the management personnel themselves. Performance risk. The proportion of salary composition of the management personnel of China's rubber machinery enterprises will not have a significant effect on the company's performance. The reason for the analysis may be that the incentive effect of the management personnel of China's rubber machinery enterprises, besides being affected by the proportion of their salary components, will also be affected by other factors, such as the salary level of management personnel and non-material incentive factors. Wait. At the same time, the height of a company's performance, besides being affected by the compensation incentives of management personnel, will also be affected by, for example, internal resource problems of the enterprise and the large environmental factors of the enterprise.

The development of this research has certain theoretical and practical significance. Research on the impact of compensation structure on company performance has not yet seen a unified view in the academic field. The research selected this object is the specific industry in the specific region. For the relationship between the salary structure and the company's performance in the industry, it is theoretically discussed and analyzed through empirical analysis. This behavior is enriched to some extent. The original research content of the industry, and also achieved the complement and improvement of relevant theories.

Constructing a compensation structure that meets the company's development requirements, while helping the company achieve its business objectives, it also meets the material needs and spiritual needs of the employees themselves, which exists in practice for the development of modern market economy and the sustainable development of the rubber machinery industry. A very critical meaning.

First of all, this research can be used as a reference for other industries in building the compensation structure of company managers. For the related research on the salary structure of the management personnel of China's rubber machinery industry, the specific implementation structure is analyzed by means of investigation and other means, and the advantages and disadvantages of the structure are obtained. At the same time, according to the characteristics of the structure, the corresponding characteristics are proposed. The perfect means can not only promote the improvement of the mechanism mechanism of China's rubber machinery industry, but also provide a sample of employee incentives as other related industries.

Secondly, analyzing the salary structure of the management personnel of China's rubber machinery industry will help optimize the quality of the entire industry, thus providing a strong guarantee for the development of domestic rubber machinery and the overall development of the national economy. China is still in the stage of economic transition. At this stage, the form of product growth is in the stage of transition from extensive to intensive. In the economic transition phase, the company has a new form of talent needs and use. Studying and analyzing the talent incentive system of China's rubber machinery industry at the stage of economic transition, while promoting the development of the industry, it plays a vital role in the overall development of society and is of vital importance to the development of society.

 

Keywords: salary; salary structure; satisfaction; rubber machinery industry

 

目  录

第1章 绪论 1

1.1研究背景和意义 1

1.1.1研究背景 1

1.1.2研究意义 2

1.2研究方法和内容 2

1.2.1研究方法 2

1.2.2研究内容 3

第2章 文献综述和理论基础 5

2.1概念界定 5

2.1.1薪酬及薪酬的作用 5

2.1.2薪酬结构 6

2.1.3企业绩效 6

2.2薪酬结构对企业绩效影响的机理 7

2.2.1固定薪酬对企业绩效的影响 7

2.2.2弹性薪酬对企业绩效的影响 8

2.2.3薪酬构成比例对企业绩效的影响 10

2.3国内外研究现状 14

2.3.1企业薪酬结构研究现状 14

2.3.2企业绩效研究现状 15

2.3.3薪酬结构对企业绩效影响的研究 16

第3章 研究假设 18

3.1弹性薪酬比例对企业绩效的影响 18

3.2企业管理层对其薪酬构成满意度对企业绩效的影响 19

第4章 研究方法 21

4.1研究变量 21

4.1.1自变量 21

4.1.2因变量 21

4.2研究实施 25

4.3数据来源及处理 25

第5章 薪酬结构对企业绩效影响的实证分析 26

5.1企业绩效的评估 26

5.1.1变量相关性分析 26

5.1.2KMO检验和Bartlett检验 26

5.1.3共同度分析 27

5.1.4因子提取和因子旋转 28

5.1.5旋转后因子截荷矩阵 28

5.1.6企业绩效综合评价 29

5.2薪酬结构对企业绩效影响的回归分析 30

5.2.1变量描述性统计分析 30

5.2.2变量回归分析 31

5.2.3回归结果讨论 31

第6章 企业薪酬结构的对策建议 35

6.1建立长期激励计划 35

6.2合理设计弹性薪酬比例 37

6.3合理设计业绩评价体系 39

第7章 结论和展望 41

7.1主要结论 41

7.2研究展望 42

参考文献 43

附录：调查问卷 46