高階經理人的薪酬為上市櫃公司揭露的重要指標，可由經理人獲得的薪酬觀察與企業績效的關聯性。 一般而言，高階經理人所獲得的薪酬並不完全取決於他表現的絕對水平，而是取決於他與其他管理者相比的相對水平。而競賽理論即指出，組織層級之間的薪資差距，可提供員工投入更多努力的誘因，員工的努力程度決定於升遷後薪資增幅，增加幅度愈大員工愈努力，透過薪資結構的設計，促使各階層的管理人員發揮最大的努力。競賽理論主張企業過利用晉升及薪資的調整來激勵員工，藉此影響公司的績效經營表現，當企業的高階經理人能夠有效管理並創造企業之高營運績效時，企業自然願意提供高薪。 本研究將檢視台灣上市櫃公司，高階經理人的薪資級距與公司績效表現是否與競賽理論相吻合，以台灣證券交易上市櫃公司2009年受薪人數大於等於8人且連續7年的高階經理人薪酬為研究樣本，以迴歸分析及相關係數統計方法來驗證各變數之關係，研究高階經理人的薪酬級距設計方式與公司績效表現之相關聯性。;The salaries of high-level managers are important disclosure indicators of listed companies, and the correlation of corporate performance can be obtained through observing the salaries of managers. Generally, the absolute level of high-level of managers cannot be entirely dependent upon their performances, but rather the relative level as compared with other managers. The tournament theory points out that the pay gap between the organizational levels can serve as an incentive for employees to invest more effort, and the staff’s effort is determined by the pay increases after the promotion. The greater the increase, the harder effort the staff has paid. Thus, the greatest effort played by the managers of all levels can be enhanced through the pay structure design. The tournament theory advocates the use of promotion and pay adjustment to encourage employees to influence the company’s performance. When the enterprise’s high-level managers can effectively manage and create high business performance, the enterprise will naturally willing to provide high salaries. This study aims to examine if the pay gap of high-level managers of Taiwan’s listed companies and the company’s performance are consistent with the tournament theory. Eight (more than or equal to) salaried high-level managers from Taiwan’s listed companies were taken as the research samples for seven consecutive years since 2009. The regression analysis and correlation coefficient statistical method were used to verify the variable relationship and study the correlation between the pay gap design of high-level managers and company’s performance.
