Research On The Relationship Between Executive Compensation Incentive And Bank Management Performance Of Listed Banks In China

In many industries in our country,the financial industry occupies a leading position in the national economy,the bank belongs to the financial industry,the development of bank enterprises affect the overall level of economic development of the country,the bank's business management should be paid special attention to,therefore,should improve the comprehensive quality of senior management personnel of the bank,so that senior management personnel of the bank can pay attention to the management of enterprises.With the improvement and promotion of the salary system of employees in domestic commercial banks,people pay attention to the salary of bank executives.With the implementation of China's reform and opening up policy,the introduction of foreign advanced bank senior management salary incentive mechanism,combined with China's national conditions,a slight improvement,in order to improve the domestic listed bank staff salary incentive system.Listed banks have several shortcomings,the first did not set up effective performance appraisal system for employees,the second listed bank enterprise senior management personnel salary is quite high,but the state-owned banks are relatively low out a lot of,pay deviation is very big,the third bank to give employees high salary can not completely bring appropriate performance for the bank itself,the fourth listed bank did not really staff performance and enterprise performance together,the fifth did not have to attract talented people to the bank office measures and means,and so on,in the face of the above-mentioned shortcomings,domestic listed banks should pay attention to it,and formulate a set of conforms to China's national conditionsBased on the research status at home and abroad,this paper selects a total of 23 listed banks' information data(2011-2016)by taking the commercial banks in Shanghai and Shenzhen as the research sample,summarizes and integrates the extracted financial data of listed banks,becomes the data sample required by this paper,and establishes the regression model.In profitability indicators to the total return on assets,return on equity,earnings per share and profit growth for the study of variables and safety indicators to non-performing loan ratio,total assets of research variables,liquidity indicators for the capital adequacy variable,and the executive compensation of listed Banks has carried on the empirical research.After empirical study,we can know that there is still some relationship between bank executives and individual corporate performance in listed banks.After the implementation of the enterprise senior management staff salary incentive system,staff salary has been increased,but the enterprise performance benefit has not been improved,which can be seen that the implementation of the domestic senior staff salary incentive system can not effectively motivate employees,can not meet the enterprise staff incentive effect,at the same time cost management,management and other management tasks have unreasonable.Thus,this paper finally puts forward some suggestions to improve China's banking executive compensation system: establish and improve the performance evaluation mechanism;Improve and perfect the information disclosure system of executive compensation of listed banks;Pay attention to long-term incentive,improve the combination of incentive;Strengthen internal supervision,improve the bank governance mechanism,etc.