The Stairway to the Top: The Remuneration of Academic Executives
The Stairway to the Top: The Remuneration of Academic Executives
复制标题
通往顶峰的阶梯：学术主管的薪酬
DOI：
10.1177/031289620803300102
复制
发表时间：
2008
影响因子：
4.8
通讯作者：
H. Izan
中科院分区：
文献类型：
--
作者：
K. Clements;H. Izan
近年来，澳大利亚大学的管理方式发生了重大变化。他们已经从(英国)传统的大学模式转变为职业经理人扮演中心角色的模式。本文调查了澳大利亚大学管理主义的一个重要因素，即我们所说的“学术高管”(AEs)的市场。我们分析了过去六年澳大利亚大学顶尖企业高管的薪酬，发现机构规模是薪酬的主要驱动因素，就像私营部门首席执行官的薪酬一样。我们还发现，薪酬规模的弹性约为0.25，大学和私营部门的薪酬弹性是相同的；值得注意的是，在之前对美国和英国高管薪酬的研究中也发现了这一值。大学部门的薪酬时间表大约是私营部门的一半，这表明要爬到企业的顶端要困难得多。我们分析了高级企业的薪酬结构，发现八国集团大学的薪酬结构最接近(私营部门的帽子)。
Australian universities have in recent times been undergoing a substantial transformation in the way in which they are managed. They have moved away from the (British-based) traditional collegiate model to one in which professional managers play a centre-stage role. This paper investigates an important element of the managerialism at Australian universities, the market for what we call ‘academic executives' (AEs). We analyse the remuneration of the top AEs at Australian universities over the past six years and show that institutional size is a dominant driving factor of remuneration, as has been found with compensation of CEOs in the private sector. We also find the pay-size elasticity to be about 0.25 and is the same for both the university and private sectors; and remarkably, this value has also been found in previous studies on executive remuneration for the US and the UK. The remuneration schedule for the university sector is about half as steep as that for the private sector, suggesting that it is a much harder climb to the top of the corporate ladder. We analyse the structure of remuneration among AEs and the Group of Eight universities are found to have a pay parity structure that is closest to (hat for the private sector.