CAJ | 학술논문

“最优契约论”与“管理权力论”是目前管理者激励领域研究的两种主要理论基础。我国上市公司高管薪酬与国外资本市场上公司高管薪酬一样具有粘性特征，这与“最优契约论”的观点不符。薪酬粘性是指高管薪酬的业绩敏感性存在不对称的特征，业绩上升时薪酬的增加幅度显著高于业绩下降时薪酬的减少幅度。笔者研究发现，管理层权力型企业的高管薪酬显著高于非管理层权力型企业的高管薪酬，并具有更高薪酬粘性。
“최우계약론”여“관리권력론”시목전관리자격려영역연구적량충주요이론기출。아국상시공사고관신수여국외자본시장상공사고관신수일양구유점성특정，저여“최우계약론”적관점불부。신수점성시지고관신수적업적민감성존재불대칭적특정，업적상승시신수적증가폭도현저고우업적하강시신수적감소폭도。필자연구발현，관리층권력형기업적고관신수현저고우비관리층권력형기업적고관신수，병구유경고신수점성。
＂Optimal contract theory＂ and ＂managerial power theory＂ are the two main theoretical bases in the research field of the in- centives of managers. Just like the managerial compensation in foreign capital market, the executive compensation in the listed compa- nies of our country has the characteristic of stickiness, which does not match with the view of ＂optimal contract theory＂. Compensation stickiness refers to that the sensitivity of executive compensation to performance has the asymmetry feature. When performance increa- ses, the rate of salary increase is significantly higher than the rate of salary decrease when performance reduces. The authors found that the salary of executives in enterprises where managers have more power is significantly higher than that in enterprises where managers have less power and has higher compensation stickiness.