公平视角下的国企高管薪酬水平——仿真测算与比较

为讨论我国国企高管薪酬设置的公平性,提出一种能够实现基尼系数与收入分布之间转换的洛伦茨曲线表达式.基于该洛伦茨曲线,通过仿真测算了企业内部薪酬差距基尼系数经验"警戒线"对应的国企高管薪酬水平,并将测算结果与国有控股上市公司高管的实际薪酬对比.仿真结果表明,薪酬差距基尼系数的经验"警戒线"所对应的高管最高薪酬约为企业平均薪酬的3～4倍.比较2010-2016年的薪酬数据,我国国有控股上市公司高管最高薪酬与企业平均薪酬比值的均值介于3.9～7.1倍,表明国企内部初次分配收入差距较大,2015年政府限定央企高管薪酬不超过企业平均薪酬的7～8倍仍是宽松的约束.仿真测算结果可为我国薪酬规制政策力度的选择提供数量参考.

The parity of executive compensation in the Chinese state-owned enterprises-An evidence from simulated comparison

To investigate the parity of executive compensation contracted in the state-owned enterprises (SOEs), an expression form of the Lorenz curve is proposed, which makes the transformation between the Gini index and income distribution available. Based on the Lorenz curve, the executive compensation corresponding to the empirical "warning line" of the Gini index is estimated by numerical simulation and then compared with the actual data. The simulated result indicates that the highest executive compensation in SOEs should fall within 3 to 4 times of average employee compensation. By contrast, from 2010 to 2016, the actual executive compensation in the listed SOEs is 3.9 to 7.1 times of their employee average compensation, which implicated a considerable wage inequality existed in the SOEs, and the regulation that executive compensation of central government controlled SOEs should not exceed 7 to 8 times of employee average compensation is a loose restriction. The compensation range from simulation could provide a quantitative reference for the regulation policy of the SOEs executive compensation.