高新技术企业核心团队激励结构及其对企业绩效影响的研究
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摘要
随着我国企业公司制改革的深化,许多企业开始探索用不同的激励模式来激发员工的积极性和创造性。包括周薪制、年薪制,以及引起很多争议的股权激励模式等。
不仅是企业,而且政府有关部门也已经意识到在我国企业深化体制改革时期,在企业中建立科学合理的激励机制,如建立股权激励机制等,既是市场经济发展的需要,也是有效推进国有企业股权结构多元化、实现国有资产安全退出的一个有效途径。
企业核心团队的激励约束问题之所以变得日益普遍和重要,是与现代企业制度的产生和发展同步的。在现代公司制企业占主导地位的当今经济中,围绕该问题的相关理论文献促进了现代企业理论的发展,构成了现代企业理论中激励理论的核心内容之一。企业核心团队激励约束理论涉及的面较广,既涉及到了管理学、行为科学中的一般激励理论,又涉及到了经济学中的企业理论、企业家理论和人力资本理论等诸多内容。本文通过对这一问题全面、深入的研究,希望能将现有理论融会贯通起来,并形成比较系统的高新技术企业核心团队激励约束理论体系。
在此背景条件下,本文是以我国高新技术企业为研究对象,借鉴国内外学者在理论和实践中的研究成果,探讨我国高新技术企业核心团队的各种激励措施的组合比例关系,并研究影响高新技术企业核心团队激励结构的各种因素。同时,通过对我国上市的高新技术企业核心团队的激励结构进行实证分析,找出我国上市的高新技术企业核心团队激励结构与企业绩效的关系。最后,以武汉理工光科股份有限公司为例,对高新技术企业核心团队激励结构进行优化设计并提出实施策略,使其能切实有效地提高我国高新技术企业的绩效水平,从而有力地推动我国的经济建设和社会发展。
With the deepening reform of incorporated enterprise, many companies began to explore different models of incentives to stimulate enthusiasm and creativity of employees. It is included the weekly wage system, salary system, and the mode of equity incentive which aroused much controversy.
In the period of deepening reform of China's incorporated enterprise, not only the enterprises, but also government departments have realized that it is the needs of the development of market economy and an effective way of promoting the diversification of ownership structure of state-owned enterprises and security of assets of state which establish scientific and reasonable incentive mechanism, such as establish the equity incentive mechanism.
It is becoming increasingly common and important of core team incentive problems, and synchronizated emergence and development of modern enterprise system. In the modern corporate enterprises dominate economy, theories surrounding this issue promote the development of the modern enterprise theory, and constitute one of the core modern theory of motivation theory. Core team incentive and constraints theory are involved very wide, both regard to the management, general motivation theory in behavioral sciences and the firm, entrepreneurs and human capital theory and many other content in economics theory. In this paper, the actor want to form a systematic incentive and constraints theoretical system in core team of high-tech enterprises by a comprehensive and in-depth study.
Under this background, this article is based on high-tech enterprises in China as the research object, reference the research results of domestic and foreign scholars,and discuss the combination of various incentive measures in high-tech enterprises, and study the various factors of incentive structure of core team of high-tech enterprises. Meanwhile, by empirical analysis of incentive structure of core team in China's high-tech enterprises, this paper try to find out the relationship between incentive structure and firm performance of core team in China's high-tech enterprises. Finally, as an example of WUTOS, this paper optimize the design of the incentive structure of core team in high-tech enterprises and propose implementation strategy, so that it can effectively improve the performance level of high-tech enterprises, and promote China's economic construction and social development.
不仅是企业,而且政府有关部门也已经意识到在我国企业深化体制改革时期,在企业中建立科学合理的激励机制,如建立股权激励机制等,既是市场经济发展的需要,也是有效推进国有企业股权结构多元化、实现国有资产安全退出的一个有效途径。
企业核心团队的激励约束问题之所以变得日益普遍和重要,是与现代企业制度的产生和发展同步的。在现代公司制企业占主导地位的当今经济中,围绕该问题的相关理论文献促进了现代企业理论的发展,构成了现代企业理论中激励理论的核心内容之一。企业核心团队激励约束理论涉及的面较广,既涉及到了管理学、行为科学中的一般激励理论,又涉及到了经济学中的企业理论、企业家理论和人力资本理论等诸多内容。本文通过对这一问题全面、深入的研究,希望能将现有理论融会贯通起来,并形成比较系统的高新技术企业核心团队激励约束理论体系。
在此背景条件下,本文是以我国高新技术企业为研究对象,借鉴国内外学者在理论和实践中的研究成果,探讨我国高新技术企业核心团队的各种激励措施的组合比例关系,并研究影响高新技术企业核心团队激励结构的各种因素。同时,通过对我国上市的高新技术企业核心团队的激励结构进行实证分析,找出我国上市的高新技术企业核心团队激励结构与企业绩效的关系。最后,以武汉理工光科股份有限公司为例,对高新技术企业核心团队激励结构进行优化设计并提出实施策略,使其能切实有效地提高我国高新技术企业的绩效水平,从而有力地推动我国的经济建设和社会发展。
With the deepening reform of incorporated enterprise, many companies began to explore different models of incentives to stimulate enthusiasm and creativity of employees. It is included the weekly wage system, salary system, and the mode of equity incentive which aroused much controversy.
In the period of deepening reform of China's incorporated enterprise, not only the enterprises, but also government departments have realized that it is the needs of the development of market economy and an effective way of promoting the diversification of ownership structure of state-owned enterprises and security of assets of state which establish scientific and reasonable incentive mechanism, such as establish the equity incentive mechanism.
It is becoming increasingly common and important of core team incentive problems, and synchronizated emergence and development of modern enterprise system. In the modern corporate enterprises dominate economy, theories surrounding this issue promote the development of the modern enterprise theory, and constitute one of the core modern theory of motivation theory. Core team incentive and constraints theory are involved very wide, both regard to the management, general motivation theory in behavioral sciences and the firm, entrepreneurs and human capital theory and many other content in economics theory. In this paper, the actor want to form a systematic incentive and constraints theoretical system in core team of high-tech enterprises by a comprehensive and in-depth study.
Under this background, this article is based on high-tech enterprises in China as the research object, reference the research results of domestic and foreign scholars,and discuss the combination of various incentive measures in high-tech enterprises, and study the various factors of incentive structure of core team of high-tech enterprises. Meanwhile, by empirical analysis of incentive structure of core team in China's high-tech enterprises, this paper try to find out the relationship between incentive structure and firm performance of core team in China's high-tech enterprises. Finally, as an example of WUTOS, this paper optimize the design of the incentive structure of core team in high-tech enterprises and propose implementation strategy, so that it can effectively improve the performance level of high-tech enterprises, and promote China's economic construction and social development.
引文
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