摘 要
国有企业承担着为国有资产保值增值的任务，对国家经济发展和社会稳定有
着重大影响，而国有企业的高管人员作为企业发展的领路人，其重要性更是不言
而喻。国有企业高管人员在政府管控和市场化运营的双重背景下，其工作绩效的
考量存在复杂性和综合性，薪酬水平也因地区、行业等因素存在巨大差异。因此，
国有企业高管人员的激励问题近年来受到了社会各界的广泛关注。如何建立合理
有效的激励体系调动高管人员的工作积极性，继而实现企业持续稳定的发展成为
激励问题的关键。

本文首先从理论角度对激励的相关理论和国有企业高管群体的相关研究进
行了综述，明确本文的研究基础；其次，本文以 PXDY 企业作为研究范例，通过对
其发展现状、高管人员绩效管理、薪酬制度等方面进行的访谈和问卷调研，找出
其在对高管人员激励方面存在的问题；接着，本文提出新的设计方案，从物质激
励和非物质激励两个维度对模式进行优化；最后，对该模式的保障机制提出了合
理化建议以保证优化方案能够有效落实。

关键词：国有企业，高管人员，激励，薪酬，绩效管理

Abstract
State-owned enterprise undertakes the task of keeping and increasing the value of
State-owned Assets. It plays an important role for the country's economic development
and social stability. Executives of the State-owned enterprise are also essential as the
leads for the development. Under the dual background of the government control and
market-oriented operations, there exists complexity and comprehensiveness in the
performance appraisal for the executives. Also, there’s a huge difference in the pay
levels among different industries and areas. So, excitation becomes a hot issue in the
society. How to set an effective excitation model to transfer the executives’ enthusiasm
for work and realize the steady development is the key issue of the excitation.
In this paper, we first make a brief review of the theory of excitation and
executive group to define the analysis basic. Then, we take PXDB corporation as a
research example and find some problems of the excitation through the interview and
questionnaire survey. The new optimization scheme then is emerged which includes two
parts: Material incentives and Non-material incentives. Last, some suggestions of the
safeguard mechanism are brought out for the implement of the optimization scheme.
Keyword：State-owned enterprise, executive group, incentives, salary,
Performance management,