谁可以从ESG实践中获益? 来自ESG评级和公司内部薪酬差距的证据
Tianyu Zhang1, Yan Chen2, Ruiqi Sun2
1School of Management, Shandong University, Jinan, 250100, Shandong, China.
Journal of environmental management
|March 3, 2025
概括
高环境,社会和治理 (ESG) 绩效扩大了内部工资差距,主要是通过提高高管薪酬. 这表明,ESG倡议可能不成比例地有利于高层管理层而不是员工.
科学领域:
- 商业与经济学 商业与经济学
- 公司治理 公司治理
- 可持续性研究 可持续性研究
背景情况:
- 环境,社会和治理 (ESG) 标准越来越成为企业责任的重要指标.
- 企业内部的ESG绩效与薪酬差异之间的关系仍然是一个研究不足的领域.
- 了解ESG如何影响公司内部的收入分配对利益相关者至关重要.
研究的目的:
- 调查ESG绩效与公司内部薪酬差距之间的关联.
- 确定推动中国上市公司内部这种关系的机制.
- 检查影响ESG-薪酬差距关系的缓和因素.
主要方法:
- 2009年至2022年中国上市公司的实证分析.
- 回归分析评估ESG绩效对工资差距指标的影响.
- 调解和调节分析,以探索潜在的机制和条件效应.
主要成果:
- 更高的ESG绩效与更大的公司内部薪酬差距有很大关系.
- 薪酬差距不断扩大的主要原因是管理层薪酬增加,而不是基层工资停滞.
- 机构成本,管理能力和声誉提升成为关键的调解因素.
结论:
- 中国的ESG倡议往往会加剧内部工资不平等,有利于高层管理层.
- 大多数股东的影响力和员工的谈判权力显著减轻了这种影响.
- 调查结果为决策者提供了关于ESG在企业内部分配影响的关键见解.
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