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研究生:黃謙
研究生(外文):Chien Huang
論文名稱:企業ESG績效與高階經理人薪酬— 以美國企業為例
論文名稱(外文):ESG performance and CEO compensation:Evidence from Companies in USA
指導教授:黃啟瑞黃啟瑞引用關係
指導教授(外文):Chi-Jui Huang
口試委員:黃啟瑞柯文乾林婷鈴劉恒逸董澤平
口試委員(外文):Chi-Jui HuangWen-Chyan KeTing-Ling LinHeng-Yih LiuTse-Ping Dong
口試日期:2023-06-13
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:金融與合作經營學系
學門:商業及管理學門
學類:財務金融學類
論文種類:學術論文
論文出版年:2023
畢業學年度:111
語文別:中文
論文頁數:60
中文關鍵詞:企業社會責任利害關係人理論永續高階經理人薪酬
外文關鍵詞:Corporate Social Responsibility (CSR)Stakeholder TheorySustainabilityCEOCompensation
相關次數:
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  • 點閱點閱:265
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  • 下載下載:88
  • 收藏至我的研究室書目清單書目收藏:2
本研究探討企業ESG整體與個別 E、S、G 構面對企業高階經理人總薪酬、權益型薪酬、現金型薪酬之影響,並側重於社會績效的影響。本文以美國上市公司為研究對象,總計8312筆研究樣本。結果顯示企業整體永續績效與高階經理人之總薪酬、權益型薪酬產生顯著正向影響。個別構面永續績效實證結果則顯示,環境績效、公司治理績效皆對於企業高階經理人薪酬呈現顯著正向關係,惟社會績效產生負向顯著影響,符合利害關係人理論之立場,在社會績效良好的企業中,高階經理人顧及與員工的利益一致性,避免巨大薪酬差距破壞組織內部和諧,同時支持公平理論,縮小高階經理人與員工階層之間的薪酬差距,能夠有效協助團隊運作,增加組織團結合作的誘因,並以追求企業整體績效為目標。
The study investigates the overall ESG and individual E, S, G aspects' impact on executive compensation, including total compensation, equity-based compensation, and cash-based compensation, with a specific focus on the influence of social performance. The study sample consists of 8,312 observations of US-listed companies.
The results indicate that overall sustainability performance has a significant positive impact on executive total compensation and equity-based compensation. Empirical results regarding individual aspect sustainability performance indicate that environmental performance and corporate governance performance have a significant positive relationship with executive compensation. However, social performance has a significant negative impact, aligning with stakeholder theory. In companies with strong social performance, executives prioritize aligning their interests with those of employees, avoiding large pay gaps that could disrupt internal harmony within the organization. This supports the equity theory, which aims to narrow the compensation gap between executives and employees, effectively facilitating team cooperation and increasing incentives for organizational unity and collaboration, with a focus on achieving overall corporate performance.

第一章 緒論
第一節 研究背景與動機
第二節 研究目的
第二章 文獻回顧與假說建立
第一節 高階經理人薪酬
第二節 企業社會責任理論
第三節 CEO薪酬與CSR/ESG績效
第四節 CEO薪酬與環境績效
第五節 CEO薪酬與社會績效
第六節 CEO薪酬與公司治理績效
第三章 研究方法
第一節 研究架構
第二節 研究期間、樣本選取與資料來源
第三節 研究變數選擇與定義
第四節 分析方法與模型建構
第四章 實證結果與分析
第一節 敘述統計量
第二節 相關係數分析
第三節 迴歸分析
第四節 穩健性測試
第五章 結論
第一節 研究結論
第二節 研究限制與建議
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