CAJ | 학술논문

职业经理人激励约束机制的建立与完善，决不仅是单个企业或行业内部所能解决的问题，但又不能简单地将激励约束机制进行企业内部、外部的划分。职业经理人的企业内部契约与外部契约是一个连续的、相互影响的整体，这是由其职业化阶层的性质决定的。因此，我们在对其行为进行契约设计时应将单个企业和整个经理人市场联系起来，通过这种市场化模式的设计来规范职业经理人的行为乃至人力资本的提升，最终影响职业经理人的职业生涯。
직업경리인격려약속궤제적건립여완선，결불부시단개기업혹행업내부소능해결적문제，단우불능간단지장격려약속궤제진행기업내부、외부적화분。직업경리인적기업내부계약여외부계약시일개련속적、상호영향적정체，저시유기직업화계층적성질결정적。인차，아문재대기행위진행계약설계시응장단개기업화정개경리인시장련계기래，통과저충시장화모식적설계래규범직업경리인적행위내지인력자본적제승，최종영향직업경리인적직업생애。
The establishment and improvement of an effective incentive and restraint mechanism for professional managers is by no means a problem that an individual enterprise can solve, neither can we separate an internal mechanism from an external one. It is determined by the nature of professional managers whose contracts with businesses and their social contracts should form a consistent continuum. Therefore, individual businesses and the whole market for professional managers should be taken into consideration when a contract is drafted, and by means of such a market-oriented model, individual professional managers＇behaviors can be normalized, and as a result the value of human capital can be increased, and ultimately the individual professional managers＇career can be influenced.