員工分紅、公司治理與未來績效

Employee Bonus, Corporate Governance, and Future Performance

本文探討公司治理特性對員工分紅之影響，及員工分紅對公司未來績效（包括資產報酬率、市場報酬及權益報酬率）之影響。實證結果發現，在公司治理特性方面，盈餘分配權較高、董監事持股比率較高及家族控股之公司，通常發放較少之員工分紅，而機構投資人持股比率愈高及獨立董監事席次較高之公司，發放較多之員工分紅。進一步測試員工分紅對公司未來績效之影響，實證結果發現，員工分紅對公司績效之提升有正面的效果。但進一步區分成發放過多員工分紅及發放過少員工分紅後，發現發放過多員工分紅對於提升公司績效的效果，不如發放過少員工分紅者，即過度發放員工分紅對公司績效並無進一步提升的效果。

This study uses data from listed company to empirically investigate the determinants of employee bonus, including corporate governance characteristics, and the impact of employee bonus on the future performance, including accounting performance and market performance. Empirical result shows that the employee bonus is lower when the firm’s controller has higher cash flow right, when the directors own more shares, and when the firm is controlled by family, and that the employee bonus is higher when the firm’s independent board member and institutional ownership are higher. The above empirical results strongly support management self-interest hypothesis. We also examine the relationship between employee bonus and firm future performance. Results show that the impact of employee bonus on firm future performance is positive, but the impact of overpayment is lower than that of underpayment. The policy implication of the results is discussed in the paper.