近年來因為經濟不景氣的關係，造成許多公司有虧損的情況發生，但是卻有些公司的管理階層仍坐擁高薪，引發股東的強烈抗議，因此我國金管會規定上市櫃公司要在2011年底前設立薪酬委員會，期望透過第三方的監督機制讓公司的薪酬制度透明化和公平化，而薪酬委員會的品質就是重要的衡量指標。
本研究透過薪酬委員會品質的數值化來探討對管理階層薪酬與公司績效的影響，品質的部分是以委員會人數、開會次數、董事比例、獨立董事比例、委員專業程度以及公司是否自願設置薪酬委員會等六項品質特性來分析，本研究進一步再以二階段最小平方法(2SLS)來分析薪酬委員會品質對管理階層薪酬與公司績效之間的影響。以2013年的上市電子業公司為樣本資料，結果顯示由於我國薪酬委員會設立的時間尚短，薪酬委員會品質無法對管理階層薪酬與公司績效產生明顯有效的影響。
In recent years, because of the economic downturn, many companies loss. But some management are still receive of high-paying, triggering outcry from shareholders. Therefore, FSC provisions TSEC/GTSM listed company should establish a compensa-tion committee before the end of 2011. The government hoped that through a third party monitoring mechanism make the company's salary system transparency and fairness. The compensation committee quality is an important measure.
This study through the quantize of the compensation committee quality to investi-gate the effect of managers compensation and firm performance. In this study I used six quality characteristics to measure the compensation committee quality-the size of com-mittee, the frequency of meetings, the proportion of directors, the proportion of inde-pendent directors, professional degree and whether voluntary set remuneration commit-tee. Furthermore, I use two-stage least squares (2SLS) to analyze the impact on the quality of the compensation committee between managers compensation and firm per-formance. Using electronics companies trading in the Taiwan stock market in 2013. This paper demonstrates that due to the compensation committee was established a short time, the compensation committee quality unable to have a significant impact on the managers compensation and firm performance.
