合伙制人力资本密集型企业研究:一种古老治理模式的复兴  

A Research on the Human-capital-intensive Firms of Partnership:A Renaissance of an Old Governance Model

作　　者：陈和[1] 隋广军[2] 

机构地区：[1]广东外语外贸大学财经学院,副教授博士广州510420 [2]广东外语外贸大学党委,书记教授博导广州510420

出　　处：《南京社会科学》2011年第6期57-63,共7页Nanjing Journal of Social Sciences

基　　金：教育部人文社会科学研究青年项目"合伙制人力资本密集型企业研究:基于治理机制的视角"(10YJC790019)阶段性研究成果

摘　　要：作为一种古老的治理模式,合伙制在人力资本密集型产业中构成一道独特风景,打破了公司制在企业治理模式中的垄断地位。本文认为合伙制中有三种治理机制:人力资本的代际培养机制;利润分享机制;人力资本的晋升机制。人力资本在培养下一代人力资本时,代际培养机制可以克服时间不一致的问题,实现年老合伙人的有效退出。利润分享机制可以维护产品质量,促进人力资本间的合作。人力资本晋升机制能够留住企业内的关键性人力资本,避免企业内的核心资源被非关键性人力资本所窃取;同时能形成企业人力资本间的竞争局面,减少企业内的代理问题。As an ancient governance model,partnership becomes a unique scene in human-capital-intensive industries,breaking the monopoly position of corporate system in the governance models of enterprises.Secondly,this paper briefly describes three kinds of governance mechanisms of partnership：intergenerational training mechanism of human capital,mechanism of profit-sharing,promotion mechanism of human capital.Intergenerational training mechanism of human capital can solve the problem of the time inconsistency in grooming the next generation of human capital so as to achieve the valid withdrawal of the old partner.Profit-sharing mechanism can maintain product quality and promote the cooperation among human capital.Promotion mechanism of human capital can retain key human capital in the enterprise so as to prevent the enterprise＇s core resources from being stolen by the non-key human capital;meanwhile,it can form the competition situation among human capital so as to reduce the agency problems within the enterprise.

关 键 词：合伙制 人力资本密集型企业 代际培养机制 利润分享机制 晋升机制 

分 类 号：F240[经济管理—劳动经济]