杨伽伦,朱玉杰

• 1:清华大学经济管理学院
• 2:清华大学经济管理学院金融系

摘要(Abstract)：

本文以2015年1月实施的针对国有企业高管的限薪令为背景,在制造业样本中建立双重差分模型。研究发现,限薪令实施后,国有企业创新产出和创新质量显著下降。限薪令主要通过缩小国企内部薪酬差距来改变创新激励。按内部薪酬高低分组后,结果基本支持了锦标赛理论。深入探讨发现,本文的主要结果在内外部环境较为不利的国企中更为明显。在竞争度较弱的行业、法治水平低的地区、内部控制水平较低的企业、成长机会较少的企业中,限薪令对创新的影响更大。最后,限薪令实施后,股市对国企专利获得授权略有消极反应。本文的发现为中国现阶段正在进行的国有企业改革提供了政策启示和参考。

关键词(KeyWords)： 公司创新;薪酬管制;内部薪酬差距

Abstract:

Keywords:

基金项目(Foundation):

作者(Author): 杨伽伦,朱玉杰

DOI: 10.16513/j.cnki.cje.20201210.002

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