The Research Of Incentive For Senior Employees In Private Listed Companies

Because of the flexibility of its production, the rapid adaptation to changes in the market of the private enterprises, by satisfying consumer demand for multi-level, the private enterprises has become an important part of the socialist market economy. In the listed companies, the number of the private enterprises is increasing. At present the most direct and effective means is to formulate a scientific and rational system of incentives in the fierce competition of talent, and through the focus of advanced employee incentive to bring other staff, then the enterprises can attract and retain high-level talent better, and promote the quality of employee, the work efficiency and performance of the enterprise rise up continuously.The establishment of a competitive private enterprise incentive system is the core issue of staff motivation, but in the current study, there is still a lack of incentival research which is made for the senior employees in the private listed companies specifically. To this end, this article starts from China's private listed companies and its accession to the WTO after the development of the economic environment, analysis the 266 listed private companies which are listing at the Shenzhen Stock Exchange by the end of 2008, and finds that there is an obvious industrial and regional differences in the incentives of the senior employees are not holding stock in a high level, the number of the companies whose officers "0 shares" is more than half of the total samples. According to the regression analysis of the sample, we find that there is no significant correlation between the performance of the company and the pay of the senior employees or the staff share, but there is a significant positive correlation between the size of the performance of the company and it's performance. According to the upper results, the study gives an systematic analysis of their possible reasons.This paper take the modern pay and incentive theory and the other related theories as a guide, referents the management experience of senior employees in the domestic and foreign enterprises, combinates the features of the high-level employees in the private listed companies, like have a unique human capital, have high occupational risks, have a strong achievement motivation and strong self-awareness, etc, designes a integrated incentive model which is for the senior employees of the China's private listed companies for suits China's national conditions Chinese status quo. This incentive system is designed according to the different characteristics of the senior management and the core technical staff of enterprises respectively, and it contains the non-material incentives and the constraints of the senior employees. Finally, for China's current situation of the incentive and the loss of incentive reasons of the senior employees of private enterprises, the study puts forward several positive measures to solve the obstacles to the implementation of stock options, to weak the family management and to create a good cultural.This study uses several methods like literature study, empirical analysis, the graphic score and the proportion score and so on. The whole process of this research involves in several subjects like the administration, the psychology, the organizational behavior, the statistics. Hoping that through this study, it can be a source of inspiration and can provide a reference to the follow-up related research; and this research is looked forward to play an active role in development and progress on the private listed companies.