Lazear及Rosen於1981年提出競賽理論（tournament theory），此一理論說明了現實社會中公司內部薪資結構的情況；本文以台灣金融服務業廠商為研究對象，先探討其薪資結構是否符合競賽理論之預期，當競賽人數愈多，晉升的機會愈少時，薪資差距亦會隨之增大；接著，探討薪資差距與公司績效表現的關聯性，藉著擴大薪資差距的管理策略來激勵內部員工間競爭，對公司績效是否可以產生正向作用；此外，尚會觀察合併對金融業廠商是否具有正面助益效果。本文實證結果顯示，台灣金融服務業之薪資結構確實符合競賽理論的預期，此種薪資對公司績效可產生正向助益；另外，各金融機構透過合併，朝大型且多元化的經營方式，其績效也會隨之增加，二者間存在正向關聯性。 Tournament Theory was proposed by Lazear and Rosen（1981）to explain the salary structure in the organizations. This study using data on the financial industry of listed company in Taiwan examines the predictions from the theory of tournaments： that the pay gaps will increase with increasing competitors and decreasing opportunities of promotion. The second topic is to explore the effects of pay gaps and mergers on company performance. The empirical results are consistent with the operation of tournaments. The tournament salary structure and merger both have significantly positive increase in company performance.
