本研究針對解決代理問題機能中的管理激勵計畫作深入探討，實證國內民營企業高階主管薪酬計畫的實施情況，並探討情境因素對薪酬計畫的影響另外，並由高階主管薪酬的決定因素中，瞭解薪酬與績效的關連。

本研究以民國七十疚手為研究期間，利用問卷調查方式，以國內製造業與服務業各前五百大的民營企業總經理為分析對象，實際有效樣本在薪酬計畫與薪酬決定因素中分別為115 與88家公司。

本研究的實證結果如下：

1.高階主管薪酬計畫實施分析

(1)民營企業對其高階主管較常使用的薪酬項目依序為：年終獎金、當年給付紅利、加薪。

(2)民營企業較常採用「獎助過去的薪酬」，較少採用「獎助過去並激勵未來的薪酬」。

2.情境因素對高階主管薪酬計畫的影響

(1)製造業在股票購買選擇權及績效股的採行上，顯著多於服務業。

(2)上市公司在股票購買選擇權、績效股、當年給付紅、利提升身份地位的採行上，顯著多於未上市公司。

3.高階主管薪酬決定因素

(1)在決定總經理總薪酬時，公司規模、公司績效與高階主管的權力均為重要因素。而其中以權力一項影響程度較大，公司規模次之，公司績效則居後。

(2)在決定總經理薪資時，公司規模是最重要的考量因素，受教育年數則次之。

(3)在決定總經理獎金紅利數額時，權力是最重要的考量，績效則居次。

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