企业专用性人力资本与企业绩效——基于我国上市公司的实证研究  

Firm-Specific Human Capital and Corporate Performance:An Empirical Study Based on Chinese Listed Companies

作　　者：胡浩志[1] 

机构地区：[1]中南财经政法大学学报编辑部,湖北武汉430073

出　　处：《商业经济与管理》2010年第11期38-46,共9页Journal of Business Economics

摘　　要：文章利用我国上市公司的数据,以总经理为研究对象,以总经理的企业任期作为企业专用性人力资本的替代变量,研究企业专用性人力资本与企业绩效之间的关系,结果表明:企业专用性人力资本与企业绩效之间呈U型关系,即随着企业专用性人力资本的增加,企业绩效呈现出先下降后上升的态势。因此,为了提高企业的绩效水平,企业应对新雇佣的总经理进行在职培训,采取各种措施激励其进行企业专用性人力资本投资,并保护其投资的准租不被侵占;搭建良好的信息交流平台,减少企业内部的交易成本,以有效缩短总经理与企业之间的磨合期,促进隐性知识的转化与学习。Making use of the data of Chinese Listed Companies, taking general managers as the research object, we employ the general managers＇ tenure as the alternative variable of firm-specific human capital, and study its effect on corporate performance. Results show that there is a U-shaped relationship between firm-specific human capital and corporate performance. That is, with an increase in the firm-specific human capital, the corporate performance rises after dropping. Therefore, in order to improve the corporate performance, the enterprise should train the new managers, take various measures to encourage them to invest in firm- specific human capital, and protect the appropriable rents from encroachment. Furthermore, the enterprise should build the good communication platform, reduce the internal transaction costs, so as to effectively shorten the running-in period between the new managers and the enterprise, and promote the conversion and learning of tacit knowledge.

关 键 词：企业专用性人力资本 企业绩效 企业任期 

分 类 号：F270[经济管理—企业管理]