本研究旨在探討非主管員工薪酬績效敏感性(Pay-Performance Sensitivity)，並進一步探討商業策略是否能加強非主管員工薪酬與公司績效之連結程度。以2018年之台灣上市櫃公司為研究樣本，實證結果顯示 : (一) 公司績效對非主管員工薪酬具有顯著之正向影響，支持公司會以利潤分享作為有效激勵方式。(二) 相對於採用防禦型策略的公司，採用前瞻型策略的公司會加強非主管員工薪酬績效敏感性，顯示創新導向之企業，更需要採用激勵性薪酬制度，以吸引、留任公司所需要之人才。

The purpose of this study is to examine Pay-Performance Sensitivity (PPS) of non executives. In addition, we further examine whether business strategy improves the association between non-executive compensation and accounting performance. Using a sample of Taiwan listed and OTC companies in 2018, the empirical results indicate that there exists a significant positive relation between firm performance and non-executive compensation. This implies that the firms use profit-sharing as a motivational way. Furthermore, we find that the positive association between non-executive compensation and accounting performance is more pronounced when the firms adopt prospector strategy compared to those adopt defender strategy. These results suggest that the firms with an innovation-driven tend to conduct the design of the incentive compensation system to attract and retain talents.

中文部分

林揚舜與鍾俊文(2005)，「員工分紅配股與員工流動率間之關係」，《貨幣觀測與信用評等》，52，頁88–98。

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