本文選題：公司治理 + 股權(quán)激勵　； 參考：《遼寧大學(xué)》2015年碩士論文

【摘要】：股權(quán)激勵作為一項長期激勵機制,早在上世紀(jì)八十年代興起于美國,由于發(fā)展較早,西方國家在股權(quán)激勵方案設(shè)計和實施都有優(yōu)于其他國家的地方。例如,委托代理理論、人力資本理論和產(chǎn)權(quán)激勵理論都是西方國家在實施股權(quán)激勵時的有力理論支撐。在分析實施股權(quán)激勵效果時,西方國家研究學(xué)者對于管理層持股與公司的經(jīng)營業(yè)績之間是否存在著互相促進的關(guān)系上存在一定分歧,但認(rèn)為管理層持股比例的大小與公司業(yè)績好壞之間有相互促進作用的學(xué)者還是占大部分的。近年來,股權(quán)激勵機制在國內(nèi)越來越得到重視和運用,大部分國內(nèi)的研究學(xué)者、企業(yè)及政府也逐漸增多對于股權(quán)激勵的認(rèn)識,并對股權(quán)激勵在我國的發(fā)展前景持肯定態(tài)度,這也為股權(quán)激勵在我國的發(fā)展提供了合適的人文環(huán)境。股權(quán)激勵可以激勵管理人員更勤勉的工作,充分調(diào)動高管團隊的積極性,提升企業(yè)的市場價值。相對而言,還有一些上市公司在發(fā)展初期或在擁有一定規(guī)模之后沒有實施對員工的激勵措施,則會面臨因薪酬體系、考核標(biāo)準(zhǔn)的不健全而導(dǎo)致的人才流失的問題。自我國股權(quán)分置改革之后,國內(nèi)很多上市公司陸續(xù)開始仿照國外成功實施股權(quán)激勵的公司來實行股權(quán)激勵的計劃。但我國經(jīng)濟市場還不夠成熟,起步也比西方國家要晚。因此如何針對我國所特有的國情,因地制宜的發(fā)展股權(quán)激勵計劃,如何針對不同企業(yè)的發(fā)展情況具體的實施股權(quán)激勵,如何有針對性的解決在激勵計劃實施過程當(dāng)中面臨的若干問題,如何有效的實施計劃促進企業(yè)的發(fā)展,這些都是股權(quán)激勵在我國實行所需要深入研究的。蘇寧云商作為我國上市企業(yè)中的知名企業(yè),其在股權(quán)激勵計劃的實行上頗具代表性。本文通過研究國內(nèi)外股權(quán)激勵措施的效果,從蘇寧云商權(quán)激勵方案入手,采用專題研究的研究方法,全面細(xì)致地分析了蘇寧云商的股權(quán)激勵方案,并對其實施的結(jié)果進行數(shù)據(jù)對比分析,旨在為其他上市公司在為自己公司設(shè)計股權(quán)激勵方案時提供借鑒和參考,從公司的實際情況出發(fā),設(shè)計出有本公司特色的股權(quán)激勵方案,同時也希望能夠為未來股權(quán)激勵的研究提供一些思路。
[Abstract]:As a long-term incentive mechanism, equity incentive emerged in the United States as early as 1980s. Because of its early development, the western countries have advantages over other countries in the design and implementation of equity incentive schemes. For example, the principal-agent theory, the human capital theory and the property right incentive theory are the support of the western countries in the implementation of equity incentive theory. In the analysis of the effect of equity incentive, scholars in western countries have some differences on whether there is a mutually promoting relationship between managerial shareholding and corporate performance. However, the majority of scholars believe that the proportion of managerial shareholding and the performance of the company promote each other. In recent years, the equity incentive mechanism has been paid more and more attention to and applied in our country. Most domestic researchers, enterprises and governments have gradually increased their understanding of equity incentive, and have a positive attitude towards the development prospect of equity incentive in our country. This also provides a suitable humanistic environment for the development of equity incentive in our country. Equity incentive can encourage managers to work more assiduously, fully mobilize the enthusiasm of the executive team, and enhance the market value of enterprises. Relatively speaking, there are still some listed companies in the initial stage of development or after having a certain scale of the implementation of incentive measures for employees, will face the salary system, assessment standards caused by the problem of brain drain. Since the reform of split share structure in China, many listed companies in China have started to imitate the foreign companies that have successfully implemented equity incentive plans. But our country economy market is not mature enough, start also later than western country. Therefore, how to develop equity incentive plan according to local conditions, how to implement equity incentive according to the development of different enterprises, How to solve some problems in the process of incentive plan implementation and how to effectively implement the plan to promote the development of enterprises, these are the equity incentive in our country need to be further studied. As a well-known listed enterprise in our country, Su Ning cloud business is representative in the implementation of equity incentive plan. By studying the effect of equity incentive measures at home and abroad, starting with the Su Ning cloud quotient incentive scheme, this paper analyzes the equity incentive scheme of Su Ning cloud quotient comprehensively and meticulously by using the method of special research. In order to provide reference and reference for other listed companies to design equity incentive schemes for their own companies, and from the actual situation of the company, the paper designs an equity incentive scheme with the characteristics of the company. At the same time, I also hope to provide some ideas for the future research of equity incentive.
【學(xué)位授予單位】：遼寧大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F724.6

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本文編號：1872248