1) executive compensation
高管报酬
1.
On Legal Regulation of Executive Compensation of Listed Company in China
论我国上市公司高管报酬的法律规制
2.
Based on 224 private companies in 2002~2004 Shanghai and Shenzhen stock markets,using panel data processing method,this paper does an empirical research on the relationship among performance,governance mechanisms and executive compensation.
高管报酬的确定并非单纯的技术设计,而是与财务、公司治理机制密切相关的整体。
2) management compensation
高管报酬
1.
Many scholars focus on the relationship between management compensation and corporation performance.
高管报酬和公司业绩之间的关系一直是研究的热点问题,不同的学者采用了不同的公司业绩评价指标进行研究,因而所得的结论也不尽相同。
3) managerial remuneration
高管人员报酬
1.
Through 1107 samples of Chinese listed companies,this paper makes an empirical study on relationship between managerial remuneration and firm performance from many aspects.
本文选取深、沪A股上市公司1107家,分别从报酬形式、总经理来源形式、公司规模、行业竞争环境、地区分布、股权结构、代理成本等方面来对高管人员报酬(高管薪酬和高管持股)激励与公司治理绩效之间的相关关系进行分析,主要结论是:在目前的报酬激励体系下,非年薪制激励形式优于年薪制和股权性报酬激励形式;总经理为董事长或董事的公司治理绩效和激励机制优于其他类型;公司规模、行业竞争环境和地区分布影响公司治理绩效水平;股权结构的外生性扭曲了股票市场的有效性理论;高管薪酬、公司治理绩效与代理成本显著负相关。
6) top management pay gap
高管报酬差距
1.
Based on managerial power approach,managerial discretion is introduced into the study of top management pay gap s decisive mechanism and its effect on firm performance.
以权力决定理论(Managerial power approach)为依据,引入经理自主权变量研究高管报酬差距的决定机制及其对公司业绩的影响效应。
补充资料：超高功率电炉出钢口管砖
超高功率电炉出钢口管砖
超高功率电炉出钢口管砖
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条