executive compensation 中文意思是什麼

executive compensation 解釋
高級管理人員報酬
  • executive : adj. 1. 執行的，實行的，實施的，有執行權力[手腕]的；行政（上）的。2. 行政官的；總經理的。n. 1. 行政部門；行政官；執行委員會。2. 【美商】總經理，董事。
  • compensation : n 賠償；補償（金）；報酬 （for）；〈美國〉薪水，工資 （for）; 【機械工程】補整；【造船】補強。com...
  1. How to design executive compensation effective ? these problems not only make numerous theoretical workers puzzled, but also become important and necessitous tasks in the enterprise reform process currently

    這些問題不僅困擾著眾多的學家們，而且也成為當前我國深化企業改革，建立現代公司治理所面臨的一項重要而緊迫的任務。
  2. Executive compensation problem derives on the separation of ownership and control in modern enterprises ; there are many problems such as different objective, incompatible benefit, information asymmetry which exist in modern enterprises between owners and executives. the complexity and uncertainty of operating enterprise urged the ponderance of this problem ; we can solve it through designing and carrying out a benign compensation scheme. in knowledge economy era, the competition among enterprises in essence is the competition of person with ability ; executive especially excellent executives become the core

    高管薪酬問題的產生源於現代企業所有權和控制權的相互分離，所有者與公司高管之間存在著目標不一致、利益不兼容、信息不對稱等問題，現代企業經營的復雜性和不確定性更是加劇了這一問題的嚴重性，而通過設計和執行一份良好的薪酬方案，可以有效地解決上述問題。
  3. As we have already seen, the use of stock options as the predominant form of executive compensation does not guarantee an alignment of their interests with those of shareowners, employees and other stakeholders, much less with those of the company as a whole

    我們已經看到，把職工優先認股權用作主管人員的主要薪酬形式不會保證他們和股東、雇員以及其他持股人的利益保持一致，更不會保證他們和整個公司的利益保持一致。
  4. Accounting choice is determined to influence one or more of the firm ' s contractual arrangements. such contractual arrangements include executive compensation agreements and debt covenants, the primary function of which is to alleviate agency costs by better aligning the incentives of the parties. however, depending on the structure of these contracts, ex post accounting choices may be made to increase compensation or to avoid covenant violation

    事實上，企業賴以生存的利益相關者不僅僅包括經理人員和股東，債權人、員工、供應商、消費者、政府等，也與企業的利益緊密相關;顯然，科斯企業理論及其以後的發展，對企業的認識存在著一定的局限性， 「公司是由持有該公司普通股的個人和機構擁有」的傳統觀點過于狹隘。
  5. Senior human resource executive compensation benefits

    人力資源高級執行員賠償及利益
  6. Then the dissertation demonstrated the logic precondition that entrepreneurial human capital participate in corporation earnings, discusses the questions of price - making of entrepreneurial human capital, and explored the development of executive compensation system in china, furthermore constructed the corporation profit distribution models that take entrepreneurial s human capital as an important distribution factor with the long - run compensation incentive as the core model

    本文論證了企業家人力資本參與企業收益分配的邏輯前提，討論了企業家人力資本的定價問題，並在對我國企業家收入分配現狀和改革措施進行分析的基礎上，深入探討了中國企業家收入分配製度，進而構建了以長期激勵為主的中國企業家人力資本分享企業收益的模型。
  7. A frequently overlooked matter in evaluating executive compensation is its impact on what people, in the end, are after : happiness or a flourishing life, something which, apparently, could never be achieved as an isolated individual, apart from others

    在評估主管薪酬時，一個經常受到忽略的問題是它最終會對人們的追求產生影響；人們追求的是幸福，或者可以稱作朝氣蓬勃的生活，而顯而易見的是，作為離群索居的個人，可能永遠也得不到這種東西。
  8. We also make empirical study on factors determining executive compensation structure, which include ownership characteristic, proportions of non - tradable share holders of different types, management structure, industry, size of firm and it ’ s performance. after analyze theoretically and empirically executive compensation problems in china ’ s listed company, this paper further to develop an approach to improving executive compensation structure

    同時，對影響管理層激勵因素的實證研究表明:上市公司所有者性質、不同類型的非流通大股東持股比例、管理層結構、行業特徵以及公司的經營狀況和規模是顯著影響管理層激勵的主要因素。
  9. Executive compensation payment contract is critical in aligning the interests of divergent organizational groups, usually used to alleviate conflicts between corporation investors and managers and to reduce the moral hazard problems

    企業經營者報酬支付契約的執行有利於協調經營者與出資人之間的這種利益「沖突」 ，從而減少經營者「道德風險」所帶來的危害。
  10. Executive compensation has attracted much attention from domestic economists yet no same conclusions are drawn. while making theoretical analysis and model studying, we provide empirical evidence on relation of executive pay - performance using data on china listed companies from 1998 to 2004. main conclusions are : that executive monetary compensation increase at much larger rapidity than that of firm performance improvement ; that management tend to improve performance measures closely related to their private income and ignore firm ’ s long - term development ; that keeping authority stable may help improve performance and alter of authority has a negative effect, but chairman of the board and ceo ’ s inner promotion or deployment from outside may impose influence in different direction and extent

    本文在理論探討和模型分析的基礎上，對我國上市公司1998 - 2004年度管理層激勵與經營績效關系進行實證研究，得到的主要結論是:上市公司管理層貨幣報酬的增長幅度遠遠大於經營績效提高的幅度;管理層偏向于提高與自身收入密切相關的績效指標，而忽略公司的長期和全面發展;保持控制權穩定有助於改善經營績效，控制權的變更總體上會導致經營績效的下降，但是董事長和總經理由內部晉升和從外部調入對經營績效會產生不同方向和程度的影響。
  11. What is mode of executive compensation motivation

    高管薪酬激勵的方式有哪些
  12. Forest ecological compensation system is a specific form of executive compensation system

    摘要森林生態效益補償制度是行政補償制度的一種具體形式。
  13. 11 straka, patrick j., executive compensation disclosure : the sec ' s attempt to facilitate market forces, 72 nebraska law review. 803, 1993, p831

    14胡茂剛： 《中國經理層股票期權激勵實踐的若干法律問題》 ，公司法律評論（ 2001年卷） ，上海人民出版社， 2001年11月版。
  14. Business practices have proved that effective arrangements of executive compensation help to make agent act in the best interest of principals

    企業實踐已經證明，有效的經營者報酬支付安排能夠促使經營者在決策時更多地考慮出資人的利益。
  15. Ebay ' s compensation committee said it based executive compensation on the company ' s performance relative to peers, a wide - ranging lot including e - commerce arch rivals google inc. and amazon. com inc., as well as consumer product mainstays such as the coca - cola co., nike inc. and tiffany & co

    易趣公司薪酬委員會聲稱，其基於主管人員的公司績效薪酬? ?相對于大范圍的競爭對手，如谷歌、亞馬遜，消費品巨頭如可口可樂、耐克、蒂芙尼等。
  16. Secondly, on economic perspectives, this study explored the determinants of executive ’ s compensation. this empirical study on the determinants of executive compensation of chinese listed firms. the empirical study was conducted among samples of 4430 listed companies from 1999 to 2003 in china compiled from csmar database

    為了加深對高管薪酬決定因素的理解，這一部分我們選取了中國深滬兩市1999年到2003年4430家上市公司樣本進行實證研究，確定了中國上市公司高管薪酬的主要決定因素。
  17. This paper sets out to analyze executive compensation patterns, factors and models, after reviewing on relevant theories. it also discuss about corporate performance, the base and aim of providing compensation. then it step further to make an empirical study on executive compensation in china listed company, many results are presented, based on which we explore an improved model of executive compensation consistent with china econometric specifications

    本文的研究路徑是:首先對管理層激勵理論進行回顧，並在此基礎上分析管理層激勵方式、影響因素以及管理層激勵的模型化研究方法;其次討論管理層激勵的依據和目標:經營績效;再次對我國上市公司管理層激勵問題進行實證研究;最後根據理論和實證研究結果提出符合我國市場特徵的上市公司管理層激勵優化模式設計思路。
  18. What is general analysis framework of executive compensation

    高管薪酬的一般分析框架是什麼
  19. There is no link between executive compensation and the shift from good to great

    企業從優秀到卓越過程中，在是否執行薪酬上都沒有多大的聯系或不同。
  20. With the development of market economy and release of executive compensation data, there comes more and more consideration both from academia and industry

    隨著市場經濟的發展和高管薪酬數據的漸次披露，高管薪酬問題越來越多地受到學術界和實業界的關注。
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