[1] Holmstrom B.Moral Hazard and Observability[J]. Bell Journal of Economics, 1979, 10(1): 74-91. [2] Holmstrom B.Moral Hazard in Teams[J]. Bell Journal of Economics, 1982, 13(13): 324-340. [3] Chen D., Liang S., Zhu P.Relative Performance Evaluation and Executive Compensation: Evidence from Chinese Listed Companies[J]. China Journal of Accounting Research, 2012, 5(2): 127-144. [4] 周宏, 张巍. 中国上市公司经理人薪酬的比较效应——基于相对业绩评价的实证研究[J]. 会计研究, 2010, (7): 50-56+96. [5] 周宏, 建蕾, 李国平, 何梦丽. 不同市场竞争程度与相对绩效评价——基于2004—2012年沪深上市公司的实证检验[J]. 会计研究, 2014, (5): 59-66+95. [6] Albuquerque A.M., Franco G. D., Verdi R. S. Peer Choice in CEO Compensation[J]. Journal of Financial Economics, 2013, 108(1): 160-181. [7] Fama E.F. Agency Problems and the Theory of the Firm[J]. Journal of Political Economy, 1980, 88(2): 288-307. [8] Gong G., Li L.Y., Shin J. Y. Relative Performance Evaluation and Related Peer Groups in Executive Compensation Contracts[J]. The Accounting Review, 2011, 86(3): 1007-1043. [9] Gong G., Li L.Y., Yin H. Relative Performance Evaluation and the Timing of Earnings Release[J]. Journal of Accounting and Economics, 2019, 67(2): 358-386. [10] Albuquerque A.M. Peer Firms in Relative Performance Evaluation[J]. Journal of Accounting and Economics, 2009, 48(1): 69-89. [11] 谢德仁, 崔宸瑜, 汤晓燕. 业绩型股权激励下的业绩达标动机和真实盈余管理[J]. 南开管理评论, 2018, (1): 159-171. [12] 谢德仁, 张新一, 崔宸瑜. 经常性与非经常性损益分类操纵——来自业绩型股权激励“踩线”达标的证据[J]. 管理世界, 2019, (7): 167-181+204. [13] 刘银国, 孙慧倩, 王烨. 股票期权激励、行权业绩条件与真实盈余管理[J]. 管理工程学报, 2018, (2): 128-136. [14] Holmstrom B., Milgrom P.Aggregation and Linearity in the Provision of Intertemporal Incentives[J]. Econometrica, 1987, 55(2): 303-328. [15] Gibbons R., Murphy K.J. Relative Performance Evaluation for Chief Executive Officers[J]. Industrial and Labor Re1ations Review, 1990, 43(3): 30-51. [16] 胡亚权, 周宏. 高管薪酬、公司成长性水平与相对业绩评价——来自中国上市公司的经验证据[J]. 会计研究, 2012, (5): 22-28+93. [17] Murphy K.J. Performance Standards in Incentive Contracts[J]. Journal of Accounting and Economics, 2000, 30(3): 245-278. [18] Carter M.E., Ittner C. D., Zechman S. L. Explicit Relative Performance Evaluation in Performance-Vested Equity Grants[J]. Review of Accounting Studies, 2009, 14(2): 269-306. [19] Na K.CEOs’Outside Opportunities and Relative Performance Evaluation: Evidence from a Natural Experiment[J]. Journal of Financial Economics, 2020, 137(3): 679-700. [20] Lazear E.P., Rosen S. Rank-Order Tournaments as Optimum Labor Contracts[J]. Journal of Political Economy, 1981, 89(5): 841-864. [21] Hannan R.L., Krishnan R., Newman A. H. The Effects of Disseminating Relative Performance Feedback in Tournament and Individual Performance Compensation Plans[J]. The Accounting Review, 2008, 83(4): 893-913. [22] 李广众, 朱佳青, 李杰, 李新春. 经理人相对绩效评价与企业并购行为:理论与实证[J]. 经济研究, 2020, (3): 65-82. [23] 孔东民, 刘莎莎, 王亚男. 市场竞争、产权与政府补贴[J]. 经济研究, 2013, (2): 55-67. [24] 陆正飞, 祝继高, 樊铮. 银根紧缩、信贷歧视与民营上市公司投资者利益损失[J]. 金融研究, 2009, (8): 124-136. [25] 宋铁波, 钟熙, 陈伟宏. 谁在“穷则思变”?——基于中国民营与国有上市公司的对比分析[J]. 管理评论, 2019, (2): 214-224. [26] 邵帅, 周涛, 吕长江. 产权性质与股权激励设计动机——上海家化案例分析[J]. 会计研究, 2014,(10):43-50+96. [27] Bagnoli M., Watts S.G. The Effect of Relative Performance Evaluation on Earnings Management: A Game-Theoretic Approach[J]. Journal of Accounting and Public Policy, 2000, 19(4): 377-397. [28] 支晓强, 孙健, 王永妍, 王柏平. 高管权力、行业竞争对股权激励方案模仿行为的影响[J]. 中国软科学,2014, (4): 111-125. [29] 刘宝华, 罗宏, 周微. 股权激励行权限制与盈余管理优序选择[J]. 管理世界, 2016, (11): 141-155. [30] 梁上坤, 张宇, 王彦超. 内部薪酬差距与公司价值——基于生命周期理论的新探索[J]. 金融研究, 2019, (4): 188-206. [31] 王俊领, 李海燕. 战略差异度对股票错误定价的影响研究[J]. 当代财经, 2020, (12): 125-136. [32] Demerjian R., Lev B., Lewis-Western M.F., Mcvay S. Managerial Ability and Earnings Quality[J]. The Accounting Review, 2013, 88(2): 463-498. [33] 姚立杰, 周颖. 管理层能力、创新水平与创新效率[J]. 会计研究, 2018, (6): 70-77. [34] Antle R., Smith A.An Empirical Investigation of the Relative Performance Evaluation of Corporate Executives[J]. Journal of Accounting Research, 1986, 24(1): 1-39. [35] Roychowdhury S.Earnings Management through Real Activities Manipulation[J]. Journal of Accounting and Economics, 2006, 42(3): 335-370. [36] 王红建, 李青原, 陈雅娜. 盈余管理、经济周期与产品市场竞争[J]. 会计研究, 2015, (9): 44-51+96. |