企業聲望與薪酬之關聯性—以台灣上市公司為例

Abstract

薪資是工作報酬的重要指標，但並非高階經理人或員工決定任職、留任企業的唯一因素。本研究以《天下雜誌》最佳聲望標竿企業做為企業聲望的代理變數，探討台灣企業是否存在高階主管薪資與企業聲望的抵換關係，以及一般員工薪酬與企業聲望的關聯性。實證結果顯示，企業聲望與高階主管薪資呈顯著負相關，名列《天下雜誌》最佳聲望標竿企業之高階主管，其薪資低於未上榜企業之高階主管7.5%；而此抵換效果受薪酬計算方式影響，計入績效獎金、分紅之高階主管整體薪酬，與企業聲望呈顯著正相關。

此外，企業聲望與一般員工薪資呈顯著正相關，且不論是否計入獎金、分紅，均得到一致的實證關係，顯示名聲好的公司不論是在員工基本薪資，或是獎酬、分紅的發放，都傾向提供更優渥的薪酬水準。

Compensation is perceived as a core factor in return for work, but not the only one for executives or employees to consider whether to accept the offer or stay at the company. This study uses CommonWealth's survey of the most admired benchmark companies as a proxy for firm prestige, to investigate if the executives in prestigious firms are willing to accept lower monetary compensation, and the relation between employee compensation and firm prestige as well. The empirical results indicate a negative relation between executive salary and firm prestige, with a statistical significance that salary is 7.5 % lower for firms ranked on CommonWealth's list of the most admired benchmark companies. However, the trade-off effect depends on the type of compensation. When it comes to executives' total compensation, which includes performance incentives and bonuses, firm prestige is positively related to the total pay of executives.

Besides, frim prestige is positively related to employee compensation, and this significant correlation exists no matter it includes incentives and bonuses or not. The empirical result implies prestigious companies tend to provide a higher level of salary base and bonuses for their employees.