本研究係探討企業社會責任對高階主管薪酬、及對高階主管薪酬與績效關聯性之影響。以員工、社會和環境構面及此三構面之綜合表現來衡量企業社會責任。研究結果顯示，企業社會責任綜合表現、員工和社會構面表現愈好之公司，對高階主管薪酬有正向顯著影響。然而，在環境構面表現良好之公司，對高階主管薪酬則有負向顯著影響。 對高階主管薪酬與績效關聯性而言，企業社會責任表現良好之公司，可有效降低代理成本，亦即減少對薪酬誘因契約之依賴；然而，亦存在企業社會責任表現良好之公司，其薪酬誘因契約之依賴程度增加之情況。本研究認為，若將企業社會責任視為提升公司競爭能力之策略，則增加薪酬誘因契約可以督促高階主管謹慎考量企業社會責任，將其與公司經營績效連結。 / This study examines the effect of corporate social responsibility on top managements’ compensation and on the relationship between top managements’ compensation and firm’s performance. Corporate social responsibility is measured by several dimensions, including employees、community、environment、and the combined performance of these three dimensions. The first empirical results show that the better the dimensions of combined performance、employees、and community are, the more the top managements’ compensation are. However, good performance in environment dimension will lead to less top managements’ compensation. The second empirical results show the effect of corporate social responsibility on the relationship between compensation and firm’s performance. If combined performance was better, agency cost would be decreased efficiently. That is, the dependence on the compensation contracts would be reduced. However, there still exists that better combined performance will cause the increase in the dependence on the compensation contracts. The reason might be if we considered corporate social responsibility a strategy reinforcing firm’s competitive ability, increase in the dependence on the compensation contracts could urge top management to link corporate social responsibility and firm’s performance tightly.