1) incentive contract
激励合约
1.
The article emphasizes on several important issues by referring to the most up-to-date research results and the relevant empirical test about incentive theory as follows: the relationship between incentive and risk, performance evaluation and incentive contract.
本文结合激励理论的最新研究状况和相关的实证检验,集中分析激励理论中的几个重要问题:激励与风险的关系、业绩评价、激励合约,以期对我国的激励机制的改革和研究有所启示。
2.
This paper discusses under the framework of principal-agent theory the mechanism and principles how we can reduce agent cost and eliminate ratchet effect by introducing the relative performance evaluation into the incentive contract.
在商业银行分行行长与上级考核者之间存在着信息不对称的问题,分行行长具有信息优势,而上级考核者相对处于信息劣势;信息不对称导致了代理成本和棘轮效应的产生;本文在委托-代理理论的框架下探讨了如何将相对业绩比较引入商业银行分行行长激励合约从而降低代理成本、消除棘轮效应的作用机制和原理。
2) joint incentive contracts
联合激励合约
3) the consistency motivation contract
一致性激励合约
4) incentive constraint
激励约束
1.
This paper improves traditional incentive constraint contract,in which assumed principal was always risk neutral,and gives an amended result of principal-agent contract on condition that principal is risk avoidable.
改进了传统人才激励约束合同设计中的主体风险中性的假定,提出了在主体风险规避假定下委托-代理合同的修改结果。
5) incentive contract
激励契约
1.
Artificially-designed incentive contracts incompletion and executing difficulty in organization;
组织内人工设计的激励契约不完备性与履约障碍
2.
The Study of Design and Efficiency of Incentive Contract of China Handler Market;
我国经理人市场激励契约设计与效率研究
3.
Based on coordination work,an incentive contract model is presented,while the affections of information sharing are considered.
本文分析了由供应商、制造商和第三方物流企业(3PLs)组成的物流外包系统,考虑了供应商和制造商信息共享程度的影响,建立了协同工作环境下的激励契约模型。
6) incentive and restraint
激励约束
1.
State-owned assets Supervise、Principal-agent、Incentive and restraint;
国有资产监管、委托代理与激励约束
2.
These special characteristics make the corporate administration mechanism-the incentive and restraint mechanism for the managers ineffective.
我国上市公司的股权结构呈现国有股权比重大、股权过于集中、股权分置等独特的特点,这些特殊的股权结构特点导致公司治理机制———对经营者的激励约束机制失效。
3.
In the historical development of the incentive and restraint mechanism,the US corporate governance underwent four stages,i.
以激励约束机制变化为依据,把美国公司治理变迁划分为经理人员控制权地位的确立、经理人员职权的扩大、独立董事制度的引入和从强调激励到激励约束并重四个阶段。
补充资料：动态股权激励
动态股权激励%26#8212;%26#8212;是指在股份企业中，以企业经营者和经营、管理、销售、技术等关键岗位的人员为主要对象，将企业当年新增（或减少）净资产后部分按贡献分配股权为主要形式，实行按劳分配、按贡献分配、按资本分配"三位一体"的分配机制和竞争上岗的用工机制，从而在企业中形成强有力的激励、约束和竞争机制，实现企业资本（资产）和社会产业资本的保值增值。
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