员工培训、出口与企业生产率——基于中国制造业企业数据的研究  

Worker-training,Exporting,and Firm-level Productivity:Based on Chinese Manufacturing Enterprises Data

作　　者：汤学良[1] 吴万宗[2] 

机构地区：[1]上海财经大学经济学院,上海200433 [2]上海财经大学国际工商管理学院,上海200433

出　　处：《财贸研究》2015年第5期65-74,共10页Finance and Trade Research

基　　金：上海财经大学研究生创新基金"碳减排路径的非对称问题研究"(CXJJ-2013-369)

摘　　要：通过构建一个简单的理论模型,将企业出口、员工培训与生产率联系起来,并引出出口和员工培训决策的Bivariate Probit模型和生产率演化的Tobit-II模型。基于制造业企业数据的实证研究发现:出口决策和员工培训决策均存在"自选择效应",并且具有较强的决策惯性;出口经验会刺激企业开展员工培训,但是培训经历对当期出口决策没有作用;当期的出口决策与员工培训决策具有显著的互补性;无法捕捉到纯粹的"出口中学习效应",单纯进行员工培训也不会提高企业效率;但是,同时进行出口和员工培训则能显著提高企业生产率,换言之,员工培训能够帮助企业转化出口经验,提高生产率。This paper develops a simple theoretical model linking export- market participation,worker- training,and firm productivity,and lead to Bivariate Probit model about exporting and worker- training decisions,and a Tobit- II model of the evolution of firm productivity. Based on Chinese manufacturing enterprises data,our empirical study found that: There are 'self- selection effects'in both exporting and worker- training decisions,and the two decisions have inertia; Export experience would stimulate the firms to take worker- training activities,but training experience had no effect on the current exporting decision;The current exporting and worker- training decisions have significant complementarity; Pure 'learning- by- exporting effect'can't be found,also simple to do worker- training would not improve the productivity;How ever,doing exporting and worker- training simultaneously can significantly improve firms' productivity,in other words,worker- training can help firms translating export experience to improve productivity.

关 键 词：人力资本 员工培训 出口 生产率 

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