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8023本文以高阶理论、社会阶层理论和印记理论为理论基础，从企业承担员工社会责任的视角，研究有过贫困经历的董事长对企业薪酬公平性的影响，即考察其对企业内、外部薪酬差距的影响。主要结论是：由有过贫困经历的个人任职董事长的企业，更重视企业内部薪酬的公平性和员工薪酬水平，因此其所在企业有更小的内部薪酬差距以及董事长薪酬差距，更大的外部薪酬差距（给予员工高于行业平均水平的薪酬）。进一步分析表明，这类企业通过降低高管的薪酬水平、增加高管之外员工的薪酬水平的方式，实现缩小内部薪酬差距的目的。本文对研究结论进行充分的稳健性检验，表明结论具有稳健性。本文从独特的视角考察企业对员工的社会责任问题，拓展了高阶理论、社会阶层理论及印记理论的研究范围，同时为企业人才选择、社会责任承担实践提供了一定的启示。
董事长贫困经历何以影响企业薪酬公平性？
摘要
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引用本文
李惠, 刘振杰. 董事长贫困经历何以影响企业薪酬公平性？[J]. 外国经济与管理, 2025, 47(9): 106-119.
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