自願性財務預測對公司來說，是傳遞內部資訊給外部使用者之方法之一，透過自願性財務預測，藉以消弭因資訊不對稱所產生之代理問題。公司為了減輕代理問題，透過薪酬之設計，使經營者與股東之目標趨於一致，因此，本研究欲探討高階經理人之薪酬，是否會受到其自願性財務預測之影響。
本研究針對2000年至2009年標準普爾前五百(S&P 500)之公司，進行高階經理人薪酬及自願性財務預測關聯性之探討。以是否發佈自願性財務預測、是否未達成自願性財務預測，以及自願性財務預測之準確性，分別探討其與高階經理人薪酬之關聯。實證結果發現，公司當年度有發佈自願性年盈餘預測，高階經理人薪酬變動會增加；本研究亦發現當未達到自願性年盈餘預測時，高階經理人薪酬有負向變動，而未達到季盈餘預測的情況下並未發現同樣結果；而預測之準確性，不論是年樣本或季樣本，皆未發現與高階經理人薪酬有顯著之關聯性。
關鍵

李建然與周俊德，2002，管理當局信譽與自願性盈餘預測資訊內涵關係之研究，
會計評論，第34 期1月：77-99
傅鍾仁、歐進士與張寶光，2002，我國企業經理人薪酬與其經營績效之實證，管
理學報，第19卷第6期：1073-1096。
林穎芬與劉維琪，2003，從高階主管薪酬的研究探討代理理論在台灣的適用性，
管理學報，第20卷第2期：365-395。
洪玉舜與王泰昌，2005，績效衡量指標在高階主管現金薪酬契約中之相對重要
性，證券市場發展季刊，第17卷第2期：35-100。
蔡柳卿，2006，相對績效評估與高階主管薪酬：論產業競爭程度之影響，管理評
論，第25卷第1期：69-94。

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