| Top Management Compensation was always a problem concerned by Academia and Practitioner. In modem companies, they employed the managers to manage company. The two formed a principal-agent relationship. However, there was a contradiction of inconsistent objectives between them. How to make the managers do the jobs which were cared by the company? The answer is studying contributing factors of Top Management Compensation and designing the proper incentives. At present, some problems still exist in domestic research:most of them were normative researches, empirical researches only took a small part; and some characteristic factors were not considered and important variables were missing. In addition, the criteria of industry segmentation were not objective. This thesis amended the defects before and furthered the study on contributing factors.In this article, the author first come up with hypotheses after literature review, and then used listed IT companies in Shenzhen and Shanghai as a sample to carry out empirical analysis. Using One-way ANOVA and multiple regressions in SPSS 18.0, the author analyzed eleven influencing factors on senior executives'compensation, including company scale, company performance, and nature of the largest shareholder, ration of independent directors, company age, company location, and age of senior executives. This study shows: 1.The scale of company is significantly correlated with senior executives'compensation in IT industry.2. The ROE of the company is significantly correlated with senior executives' compensation.3. The more developed the local area is, the more compensations top management received.Generally, the thesis's research purpose is to design variables comprehensively, do empirical research of contributing factors of Top Management Compensation comprehensively, and then giving proper policy recommendations by the model. |
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