企业人力资本投资对高新技术企业绩效影响的研究
|
摘要
本文从企业人力资本投资角度出发,考察企业人力资本、企业人力资本投资与企业绩效间的内在关系。
企业人力资本是企业中员工所具有的对企业有价值的知识、技能和经验。企业人力资本可以分为通用性人力资本和专用性人力资本。从企业资源基础论的角度来看,这两种人力资本都满足了战略资源的要求,可以创造企业竞争力,提高企业绩效。
企业对人力资本的投资主要是通过内部培养和外部购买两种方式进行的,由于投资方式的不同,其特征有所区别,相应获得的人力资本的类别也各不相同。外部购买主要是针对通用性人力资本;而内部培养则更多的形成专用性人力资本,因而两种投资方式对企业绩效的影响也不同。
企业所采用发展战略的不同,影响了企业人力资本投资方式,进而影响了企业绩效。在防御型战略下,企业成长率较低,为保证企业的独特性、获取持续竞争优势,应更多地采用内部培养的方式获得专用性人力资本。而在扩张型战略下,为获得企业的快速发展,人才需求量较大,企业应更多地采用外部购买的方式获得通用性人力资本。
本文通过对高科技企业的实证分析发现,管理经验和企业员工的教育水平与企业绩效正相关。这一结论部分地支持假设1:企业绩效与通用性人力资本正相关。而假设2,即:企业绩效与专用性人力资本正相关,被否定了。
The paper aims to find the inner relationship between human capital、coproation human capital investment and the performance of corporations。
In this paper, corporation human capital means that the knowledge、ability and experience that employees have that are valuable to firms. From the perspective of resource—based view, we can divide corporation human capital into general human capital and special human capital. Based on the resource—based view, these two kind of human capital both meet the needs of strategic resources, and can create the competence of corporations, increase corporations’performance。
As to the company, there are several ways to invest in or to get human capital. The normal ways are developing from inside and purchasing from outside. Thinking about different characters of each kind of human capital,we can find out that, developing internal human capital always get special human capital. And on the contrary, purchasing from outside always get general human capital. So we can see,different kinds of investing methods have different influence on the performance of corporations. And our investment strategy should consist with our corporation strategy. That is to say, under the exploiting strategy we should choose purchasing method;and under the sustaining strategy, we should develop our special human captital. This consistent is to maximum the corporations’performance.
Besides the academic analysis,we use the listed corporations’data to support findings above. All these data made me more clearly with the human capital reality and the management reality. Although the demonstration analysis does not approve those suppose mentioned above completely, but many reasons caused this,and the results and basically confirmed findings in this paper.
企业人力资本是企业中员工所具有的对企业有价值的知识、技能和经验。企业人力资本可以分为通用性人力资本和专用性人力资本。从企业资源基础论的角度来看,这两种人力资本都满足了战略资源的要求,可以创造企业竞争力,提高企业绩效。
企业对人力资本的投资主要是通过内部培养和外部购买两种方式进行的,由于投资方式的不同,其特征有所区别,相应获得的人力资本的类别也各不相同。外部购买主要是针对通用性人力资本;而内部培养则更多的形成专用性人力资本,因而两种投资方式对企业绩效的影响也不同。
企业所采用发展战略的不同,影响了企业人力资本投资方式,进而影响了企业绩效。在防御型战略下,企业成长率较低,为保证企业的独特性、获取持续竞争优势,应更多地采用内部培养的方式获得专用性人力资本。而在扩张型战略下,为获得企业的快速发展,人才需求量较大,企业应更多地采用外部购买的方式获得通用性人力资本。
本文通过对高科技企业的实证分析发现,管理经验和企业员工的教育水平与企业绩效正相关。这一结论部分地支持假设1:企业绩效与通用性人力资本正相关。而假设2,即:企业绩效与专用性人力资本正相关,被否定了。
The paper aims to find the inner relationship between human capital、coproation human capital investment and the performance of corporations。
In this paper, corporation human capital means that the knowledge、ability and experience that employees have that are valuable to firms. From the perspective of resource—based view, we can divide corporation human capital into general human capital and special human capital. Based on the resource—based view, these two kind of human capital both meet the needs of strategic resources, and can create the competence of corporations, increase corporations’performance。
As to the company, there are several ways to invest in or to get human capital. The normal ways are developing from inside and purchasing from outside. Thinking about different characters of each kind of human capital,we can find out that, developing internal human capital always get special human capital. And on the contrary, purchasing from outside always get general human capital. So we can see,different kinds of investing methods have different influence on the performance of corporations. And our investment strategy should consist with our corporation strategy. That is to say, under the exploiting strategy we should choose purchasing method;and under the sustaining strategy, we should develop our special human captital. This consistent is to maximum the corporations’performance.
Besides the academic analysis,we use the listed corporations’data to support findings above. All these data made me more clearly with the human capital reality and the management reality. Although the demonstration analysis does not approve those suppose mentioned above completely, but many reasons caused this,and the results and basically confirmed findings in this paper.
引文
[1] 李茹兰. 智力资本的投资与价值实现. 东北财经大学学报. 2000.1
[2] Smith, Adam. The Wealth of Nation (1st Edition in 1776), (4th Edition), Methane&Co.LTD, London. 1963
[3] 赵曙明:《人力资源管理研究》[M],中国人民大学出版社,2001
[4] 朱舟:《企业人力资本投资的成本收益分析》[M],上海财经大学出版社,1999
[5] (美)西奥多.W.舒尔茨:《企业人力资本投资——教育和研究的作用》[M],商务印书馆,1990
[6] 保罗·罗默:《收益递增和长期增长》 [J],政治经济学杂志, 1986
[7] 罗伯特·卢卡斯:《论经济发展的机制》[J],货币经济杂志, 1989
[8] Kenneth J. Arrow. The Economic Implications of Learning by Doing. The Review of Economic Studies, Vol. 29, No. 3, 155-173. Jun., 1962.
[9] (美)布莱恩?贝克马克?休斯理德迪夫?乌里奇:《人力资源计分卡》[M],机械工业出版社,2003 年版
[10] 威廉·配第.《政治算术》 [M].商务印书馆, 1978 年版
[11] 亚当·斯密.国民财富的性质和原因的研究 [M].商务印书馆, 1979 年版
[12] 朱必祥《人力资本理论与方法》[M],中国经济出版社 2005 年 1 月第 1 版,第 12—23 页
[13] (美)西奥多.W.舒尔茨:《企业人力资本投资——教育和研究的作用》[M],商务印书馆,1990
[14] Becker,Gary.Investment in Human Capital: A Theoretical Analysis. The Journal of Political Economy, Vol,1962,70(2):9-49
[15] 马克.布劳 《20 世纪的百名经济学巨匠》[M],中国经济出版社,1992 年版,第 201页
[16] (美)明塞尔 《人力资本研究》[M], 中国经济出版社,2001 年版
[17] 杨小凯,《经济学原理》[M],中国社会出版社,1999,第 16—18 页
[18] 财政部统计评价司 《企业绩效评价问答》,北京:经济科学出版社 1999 年版,第 3—4页
[19] 陈立泰,姚树荣,《创新型人力资本及其集成决定论——一种对企业绩效差异成因认识的新视角》[J],社会科学,2004 年第 1 期,第 12—15 页
[20] 刘芍佳、李骥,《超产权论与企业绩效》[J], 经济研究,1998 年 8 期
[21] Prahalad、Hamel,《公司的核心能力》[J], 哈佛商业评论,1990 年
[22] 西奥多.舒尔茨,《人力资本投资》[M] ,商务印书馆,1990 年版
[23] 同[13]
[24] 加里.贝克尔,《人力资本》,梁小民译,北京大学出版社 1987 年第 1 版,第 64 页
[25] 《新帕尔格雷夫经济学大辞典》(第二卷),经济科学出版社 1996 年版,第 736 页
[26] 李建民《人力资本通论》,上海三联书店 1999 年第 1 版,第 42 页
[27] 李忠民《人力资本—一个理论框架及其对中国一些问题的解释》,经济科学出版社 1999年第 1 版,第 30—31 页
[28] 朱必祥《人力资本理论与方法》[M],中国经济出版社 2005 年 1 月第 1 版,第 52 页
[29] Snell.S.A.Lepak.D.P.&Youndt.M.A.(1999).Managing the architecture of intellectual capital:Implications for strategic human resource management In P . M . Wright L.D. Dyer,J.W.Boudreau and G.T.Milkovich(Eds.)Research in personel and human resources management(175-193)
[30] 张国梁,《虚拟人力资源理论初探》,中国人力资源开发,2003 年 11 期
[31] Penrose E.,the Theory of The Growth of the Firm,New York:Oxford University Press,1995
[32] Miles, Snow. organizations. New Concepts for New Forms[J]. California Management Review,Number 1986, Spring (3):62-73
[33] Youndt, M. A. & Snell, S. A., Human Resource Management, Intellectual Capital, and Organizational Performance. Working Paper, Skidmore College, 2001
[34] BALKIN D B,GOMEZ-MEJIA LR.1987.Toward a contingency theory of compensation strategy[J].Strategic Management Journal,8:169-182
[35] Wright,P.M.,Smart,D.L.& McMahan,G.C..Matchesbetween human resources and strategy among NCAA basketball team[J].Academy of Management Journal,1995,38 (4):1052-1074
[36] Delery, J. E. & Dotty, D. H. (1996). Mode of theorizing in strategic human resource management:. Tests of universalistic, contingency, and configurational performance predictions. Academy of. Management Journal, 39(4), 802-835
[37] Raine ; Kauranen, Ilkka ;Value creation potential of intellectual capital in biotechnology - empirical evidence from Finland Hermans, R and D Management ; 00336807 ; 20050000 ; 35 卷 2 期; 171-186 页
[38] Pena I. Intellectual capital and business start-up success[J]. Journal of Intellectual Capital, 2002,3(2):180- 198.
[39] Bontis et al., 2000. Intellectual capital and business performance in Malaysian industries. Journal of Intellectual Capital. v1. 85-100.
[40] Ahmed Riahi-Belkaoui.Earnings opacity and nations productivity[J].Review of Accounting and Finance,2004,3:131～144
[41] 陈凯全,兰飞燕,高科技产业与资本市场,北京:北京大学出版社,1999 年版
[42] 深圳科技信息网 www.szsti.net
[43] 雷家肃,高技术创业管理,北京:机械工业出版社,2001 年版
[44] 王萍,人力资本:高新技术企业的核心竞争要素[J].,科技进步与对策,2003 年第 7 期,第 124-125 页
[45] Arthur,J.B.Efects of Human Resource Systems on Manufacturing Performance and Turnover[J].Academy of Management Journal,1 994,(37)
[46] Deeds, D., DeCarolis, D. & Coombs,. “The Impact of Firm-Specific Capabilities on the Amount of Capital Raised in an Initial Public Offering,J,1998
[47] Barney J B, Arikan A. The resource-based view: origins and implications[J]. Handbook of Strategic Management, 2001
[48] Starr, J., MacMillan, I.C. (1990), "Resource cooptation via social contracting: resource acquisition strategies for new ventures", Strategic Management Journal, Vol. 11 pp.79-92
[49] Ibbotson, R.G. and J.R. Ritter, 1995, Initial public offerings. Chapter 30 of North-Holland Handbooks of Operations Research and Management Science, vol. 9
[50] Rogers E W, Wright P M. Measuring organization performance in strategic human resource management: problems, prospects, and performance information markets[J]. Human Resource Management Review , 1998,18(3):311-331
[51] Gerhart B,Milkovich G T.Organizational differences in managerial compensation and financial performance[J].Academy of Management Journal,1990,33:663-691
[52] Delery,J E.,&Doty,D H.,1996:"Modes of theorizing in strategic human resource management:tests of universalistic,contingency,and configurational perspectives",Academy of Management Journal,39.
[53] Wright P M, Sherman S. The failure to find fit in strategic human resource management: theoretical and empirical considerations research in personnel and human resources management[M].Greenwich, CT: JAI Press, 1999.
[54] Deeds David L. Decarolis DONA, Coombs Joseph.Dynamic capabilities and new product development in high technology ventures:an empirical analysis of new biotechnology firms[J]. Journal of Business Venturing, 2000, 15 (3): 211 - 229.
[55] Scherer. 1980. Industrial Market Structure and Economic Performance Chicage :Rand McNally
[56] 赖德胜、教育 劳动力市场与收入分配,经济研究 1998 年第 5 期
[57] 胡永远 创造性替代、个人人力资本投资与经济增长,经济科学,2000 年第 5 期
[58] 周其仁:市场里的企业:一个人力资本与非人力资本的特别合约[J],经济研究,1996 年第 6 期
[59] 张维迎:企业里的企业家——契约理论[M], 上海三联书店,1996 年版
[2] Smith, Adam. The Wealth of Nation (1st Edition in 1776), (4th Edition), Methane&Co.LTD, London. 1963
[3] 赵曙明:《人力资源管理研究》[M],中国人民大学出版社,2001
[4] 朱舟:《企业人力资本投资的成本收益分析》[M],上海财经大学出版社,1999
[5] (美)西奥多.W.舒尔茨:《企业人力资本投资——教育和研究的作用》[M],商务印书馆,1990
[6] 保罗·罗默:《收益递增和长期增长》 [J],政治经济学杂志, 1986
[7] 罗伯特·卢卡斯:《论经济发展的机制》[J],货币经济杂志, 1989
[8] Kenneth J. Arrow. The Economic Implications of Learning by Doing. The Review of Economic Studies, Vol. 29, No. 3, 155-173. Jun., 1962.
[9] (美)布莱恩?贝克马克?休斯理德迪夫?乌里奇:《人力资源计分卡》[M],机械工业出版社,2003 年版
[10] 威廉·配第.《政治算术》 [M].商务印书馆, 1978 年版
[11] 亚当·斯密.国民财富的性质和原因的研究 [M].商务印书馆, 1979 年版
[12] 朱必祥《人力资本理论与方法》[M],中国经济出版社 2005 年 1 月第 1 版,第 12—23 页
[13] (美)西奥多.W.舒尔茨:《企业人力资本投资——教育和研究的作用》[M],商务印书馆,1990
[14] Becker,Gary.Investment in Human Capital: A Theoretical Analysis. The Journal of Political Economy, Vol,1962,70(2):9-49
[15] 马克.布劳 《20 世纪的百名经济学巨匠》[M],中国经济出版社,1992 年版,第 201页
[16] (美)明塞尔 《人力资本研究》[M], 中国经济出版社,2001 年版
[17] 杨小凯,《经济学原理》[M],中国社会出版社,1999,第 16—18 页
[18] 财政部统计评价司 《企业绩效评价问答》,北京:经济科学出版社 1999 年版,第 3—4页
[19] 陈立泰,姚树荣,《创新型人力资本及其集成决定论——一种对企业绩效差异成因认识的新视角》[J],社会科学,2004 年第 1 期,第 12—15 页
[20] 刘芍佳、李骥,《超产权论与企业绩效》[J], 经济研究,1998 年 8 期
[21] Prahalad、Hamel,《公司的核心能力》[J], 哈佛商业评论,1990 年
[22] 西奥多.舒尔茨,《人力资本投资》[M] ,商务印书馆,1990 年版
[23] 同[13]
[24] 加里.贝克尔,《人力资本》,梁小民译,北京大学出版社 1987 年第 1 版,第 64 页
[25] 《新帕尔格雷夫经济学大辞典》(第二卷),经济科学出版社 1996 年版,第 736 页
[26] 李建民《人力资本通论》,上海三联书店 1999 年第 1 版,第 42 页
[27] 李忠民《人力资本—一个理论框架及其对中国一些问题的解释》,经济科学出版社 1999年第 1 版,第 30—31 页
[28] 朱必祥《人力资本理论与方法》[M],中国经济出版社 2005 年 1 月第 1 版,第 52 页
[29] Snell.S.A.Lepak.D.P.&Youndt.M.A.(1999).Managing the architecture of intellectual capital:Implications for strategic human resource management In P . M . Wright L.D. Dyer,J.W.Boudreau and G.T.Milkovich(Eds.)Research in personel and human resources management(175-193)
[30] 张国梁,《虚拟人力资源理论初探》,中国人力资源开发,2003 年 11 期
[31] Penrose E.,the Theory of The Growth of the Firm,New York:Oxford University Press,1995
[32] Miles, Snow. organizations. New Concepts for New Forms[J]. California Management Review,Number 1986, Spring (3):62-73
[33] Youndt, M. A. & Snell, S. A., Human Resource Management, Intellectual Capital, and Organizational Performance. Working Paper, Skidmore College, 2001
[34] BALKIN D B,GOMEZ-MEJIA LR.1987.Toward a contingency theory of compensation strategy[J].Strategic Management Journal,8:169-182
[35] Wright,P.M.,Smart,D.L.& McMahan,G.C..Matchesbetween human resources and strategy among NCAA basketball team[J].Academy of Management Journal,1995,38 (4):1052-1074
[36] Delery, J. E. & Dotty, D. H. (1996). Mode of theorizing in strategic human resource management:. Tests of universalistic, contingency, and configurational performance predictions. Academy of. Management Journal, 39(4), 802-835
[37] Raine ; Kauranen, Ilkka ;Value creation potential of intellectual capital in biotechnology - empirical evidence from Finland Hermans, R and D Management ; 00336807 ; 20050000 ; 35 卷 2 期; 171-186 页
[38] Pena I. Intellectual capital and business start-up success[J]. Journal of Intellectual Capital, 2002,3(2):180- 198.
[39] Bontis et al., 2000. Intellectual capital and business performance in Malaysian industries. Journal of Intellectual Capital. v1. 85-100.
[40] Ahmed Riahi-Belkaoui.Earnings opacity and nations productivity[J].Review of Accounting and Finance,2004,3:131～144
[41] 陈凯全,兰飞燕,高科技产业与资本市场,北京:北京大学出版社,1999 年版
[42] 深圳科技信息网 www.szsti.net
[43] 雷家肃,高技术创业管理,北京:机械工业出版社,2001 年版
[44] 王萍,人力资本:高新技术企业的核心竞争要素[J].,科技进步与对策,2003 年第 7 期,第 124-125 页
[45] Arthur,J.B.Efects of Human Resource Systems on Manufacturing Performance and Turnover[J].Academy of Management Journal,1 994,(37)
[46] Deeds, D., DeCarolis, D. & Coombs,. “The Impact of Firm-Specific Capabilities on the Amount of Capital Raised in an Initial Public Offering,J,1998
[47] Barney J B, Arikan A. The resource-based view: origins and implications[J]. Handbook of Strategic Management, 2001
[48] Starr, J., MacMillan, I.C. (1990), "Resource cooptation via social contracting: resource acquisition strategies for new ventures", Strategic Management Journal, Vol. 11 pp.79-92
[49] Ibbotson, R.G. and J.R. Ritter, 1995, Initial public offerings. Chapter 30 of North-Holland Handbooks of Operations Research and Management Science, vol. 9
[50] Rogers E W, Wright P M. Measuring organization performance in strategic human resource management: problems, prospects, and performance information markets[J]. Human Resource Management Review , 1998,18(3):311-331
[51] Gerhart B,Milkovich G T.Organizational differences in managerial compensation and financial performance[J].Academy of Management Journal,1990,33:663-691
[52] Delery,J E.,&Doty,D H.,1996:"Modes of theorizing in strategic human resource management:tests of universalistic,contingency,and configurational perspectives",Academy of Management Journal,39.
[53] Wright P M, Sherman S. The failure to find fit in strategic human resource management: theoretical and empirical considerations research in personnel and human resources management[M].Greenwich, CT: JAI Press, 1999.
[54] Deeds David L. Decarolis DONA, Coombs Joseph.Dynamic capabilities and new product development in high technology ventures:an empirical analysis of new biotechnology firms[J]. Journal of Business Venturing, 2000, 15 (3): 211 - 229.
[55] Scherer. 1980. Industrial Market Structure and Economic Performance Chicage :Rand McNally
[56] 赖德胜、教育 劳动力市场与收入分配,经济研究 1998 年第 5 期
[57] 胡永远 创造性替代、个人人力资本投资与经济增长,经济科学,2000 年第 5 期
[58] 周其仁:市场里的企业:一个人力资本与非人力资本的特别合约[J],经济研究,1996 年第 6 期
[59] 张维迎:企业里的企业家——契约理论[M], 上海三联书店,1996 年版