国有企业高管薪酬制度分析-企业管理专业论文.docxVIP

河北 河北工业大学硕士学位论文 国有 国有企业高管薪酬制度研究 PAGE PAGE vii ABSTRACT State-owned enterprise is the main body of the economic competition in China’s market. Improving the reform of state-owned enterprises is an important task, and constructing a better remuneration system will be good to the constraint and motivation of senior executives of state-owned enterprises, so as to benefit the development of the enterprises and even the construction of the market economic structure as a whole. With the development of the reform of state-owned enterprises, the State has issued a series of senior executive remuneration reform and achieved salient effects. However, with the implementation of the “yearly salary system” of state-owned enterprises, the yearly salary of most senior executives reach one million yuan or more, and the attention to senior executive remuneration moves from “inadequate motivation” to “excessive motivation”. How to find a remuneration system suitable for both social benefit and market motivation mechanism in this transformation society is an urgent problem in improving senior executive remuneration system in the state-owned enterprises in China. This thesis integrates the entrusted agency theory, human capital theory, equity theory, remuneration theory, etc. with other countries’ experience, makes a systematic analysis of the reform history of remuneration of the state-owned enterprises in China and the current state of its management, and explores into the improper current state of the senior executive remuneration of the state-owned enterprises as well as the relevant strategies. The innovation of this thesis lies in proposal of establishing the remuneration system of the state-owned enterprises suitable for the socialist market economy, i.e., establishing market-oriented rational remuneration system of senior executives of state-owned enterprises and designing enterprise-suitable remuneration system and effective implementation. This thesis consists of five chapt