内部与外部薪酬差距——激励有效性之比较及互动

彭镇; 彭祖群; 陈修德

doi:10.12052/gdutxb.210171

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内部与外部薪酬差距——激励有效性之比较及互动

更新时间：2026-05-27

- 内部与外部薪酬差距——激励有效性之比较及互动
- Internal- and External-Firm Pay Gap: The Comparison and Interaction of Incentive Effectiveness
- 广东工业大学学报 2022年39卷第4期页码：55-65
- 作者机构：
  
  1. 广东工业大学管理学院,广东,广州,510520
  2. 广东工业大学自动化学院,广东,广州,510006
- 作者简介：
  
  彭镇(1986–)，男，讲师，博士，主要研究方向为公司治理和公司财务
  彭祖群(1990–)，女，助理实验师，硕士，主要研究方向为技术创新管理，E-mail：pengzuqun@163.com
- 基金信息：
  
  国家自然科学基金资助青年基金项目(71602038);广东省哲学社会科学规划项目(GD16XYJ22)
- DOI：10.12052/gdutxb.210171
  中图分类号： F272.3
- 网络首发：2022-07-10，
  
  纸质出版：2022
- 稿件说明：
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彭镇, 彭祖群, 陈修德. 内部与外部薪酬差距——激励有效性之比较及互动[J]. 广东工业大学学报, 2022, 39(4): 55-65.

Peng Zhen, Peng Zu-qun, Chen Xiu-de. Internal- and External-Firm Pay Gap: The Comparison and Interaction of Incentive Effectiveness[J]. 2022, 39(4): 55-65.
彭镇, 彭祖群, 陈修德. 内部与外部薪酬差距——激励有效性之比较及互动[J]. 广东工业大学学报, 2022, 39(4): 55-65. DOI： 10.12052/gdutxb.210171.

Peng Zhen, Peng Zu-qun, Chen Xiu-de. Internal- and External-Firm Pay Gap: The Comparison and Interaction of Incentive Effectiveness[J]. 2022, 39(4): 55-65. DOI： 10.12052/gdutxb.210171.

摘要

内部和外部薪酬差距是员工薪酬比较的两个重要方面，但已有大多数研究均孤立地考察它们的激励效应，对于二者的互动关系和作用边界缺乏足够的关注。本研究以A股工业类企业为例，比较分析了这两方面薪酬差距的创新激励效果及其互动关系。研究发现：(1) 单独来看，内外两方面的薪酬差距对企业创新效率均有显著影响，当将二者结合分析后，内部薪酬差距的抑制作用依然显著，外部薪酬差距的正向激励作用不再显著。为控制内生性，采用联立方程模型中的三阶段最小二乘法进行回归，结论一致。(2) 薪酬差距的激励作用存在异质性。具体来看，在非国有企业以及薪酬水平较低的企业中，内部薪酬差距的作用不显著，而外部薪酬差距能够显著促进企业创新效率的提升；在国有企业以及薪酬水平较高的企业中则正好相反，内部薪酬差距对企业创新效率有显著的抑制作用，而外部薪酬差距的作用不显著。本文拓展和丰富了薪酬激励和企业创新激励领域的研究，并对现实企业决策具有较强的启示意义。

Abstract

Both internal- and external-firm pay gap are the two important aspects of employee compensation comparison. However

most of the existing literature has studied the incentive effect of internal- and external-firm pay gap separately

and paid insufficient attention to the combination

interaction and boundary between the two. Based on the samples of A-share industrial listed companies in China

the incentive effect and interactive relationship between internal- and external-firm pay gap are analyzed. The results show that: (1) Both internal- and external-firm pay gap have significant influences on corporate innovation efficiency separately. When integrating the two facts in one model

the inhibiting effect of internal-firm pay gap on corporate innovation efficiency is still significant

while the positive incentive effect of external-firm pay gap becomes insignificant. In order to control endogenous problem

the three-stage least square method in simultaneous equation model is used for regression

and the results are consistent with the above. (2) About the incentive effect of pay gap

there are significant differences in different types of enterprises. Specifically

in non-state-owned enterprises and enterprises with low salary level

internal-firm pay gap plays no significant role

while external-firm pay gap can significantly promote the improvement of corporate innovation efficiency. In state-owned enterprises and enterprises with high salary level

it is exactly the opposite. Internal-firm pay gap has a significant inhibiting effect on corporate innovation efficiency

while external-firm pay gap has no significant effect. Thus the research on compensation and corporate innovation incentive is expanded and enriched and has a strong enlightenment significance to the actual enterprise decision-making.

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references

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