Study On The Relationship Between High Technology Industry’s Internal & External Compensation Gap And Enterprises Performance

High technology industry is a new force in the industrial structure transformation period in China. It has great meanings to both itself and the whole country to improve the performance of high technology industry and keep sustainable development. Staff plays a decisive role on improve the performance of high technology industry, but the enterprise paid different salaries to staff to obtain the human capital, resulting in compensation gap caused enterprise engagement effectiveness, social income inequality, even to the superheating degree. In order to improve high technology industry performance, realize social equality, research on the relationship between enterprise performance and compensation gap of high technology industry is very necessary and urgent.The article based on the logic frame of theory and literature summarize —relevant relationship study —empirical evaluation —result analysis to study the relationship between high-tech industry internal/external compensation gap and corporate performance. First, based on the definition of basic concepts, review and summary the literature research on the relationship between compensation gap and enterprise performance, analysis of the tournament theory, behavior theory, ―contingency theory‖.etc, effect institution, and to explore the moderating effect of related factors; secondly, from the enterprise top management team and the general staff two levels to excavate enterprise internal compensation gap between different levels of employees, and relationship between enterprise performance and compensation gap between different levels of employees with outside industry, region.etc; in addition, pay close attention to the adjustment effect the relationship of the enterprise power structure, innovation ability, enterprise nature three characteristic indexes; finally, select the 2008-2013 data of 170 China’s high-tech industry listing corporation, using the panel data model to test the hypothesis mentioned above.The study results show that:(1) In high-tech industry enterprises, the compensation gap between top management team and general staff were inverted "U" shape with corporate performance.(2) Out of the enterprise, the compensation gap between internal top management team and external industry, district are positively correlated, inverted "U" shape; general staff negative correlation with both compensation gap with external enterprise and corporate performance.(3)On the effectiveness of moderator, power structure, innovation ability regulate the enterprises internal compensation gap and enterprise performance, and the nature of the enterprise only regulate top management team compensation gap’s relationship.According to the empirical results, high technology industry enterprises should increase the long-term incentive of core senior management talent, set general staff salary levels reasonable, balance compensation gap between different levels of employees, and should pay attention to their own R&D needs, adjust the enterprise power structure, deepen the reform of state-owned enterprises. The government needs to adopt macro-control measures to prevent the harm of "make it rigidly uniform" compensation.