员工隐性人力资本的形成及对工作绩效的影响——基于我国民营制造企业的调查  

The Hidden Human Capital Formation and the Influence of Job Performance of Employees——Empirical Research on Private Manufacturing Enterprises in China

作　　者：刘文[1] 王杰[1] 

机构地区：[1]山东大学威海分校商学院,山东威海264209

出　　处：《山西财经大学学报》2011年第10期85-95,共11页Journal of Shanxi University of Finance and Economics

基　　金：教育部人文社科规划课题"企业隐性人力资本的形成和作用机理研究"(07JA790101)

摘　　要：本文旨在探讨员工隐性人力资本的形成及其对工作绩效的影响,并基于OLS和有序Probit模型进行实证检验。通过对我国民营制造企业员工的调查发现,个人教育程度、人力资源管理状况、组织结构特性和企业文化影响员工隐性人力资本的形成和工作绩效;教育程度与工作绩效负相关,沟通机制与工作绩效正相关,这意味着如果要提高员工中较高学历劳动者的工作绩效,必须制定相应的沟通机制。人力资源管理状况、组织结构特性和企业文化的优化,能够提高工作绩效比较低的员工向更高工作绩效层次流动的趋势,同时降低工作绩效处于较高位置的员工向低绩效层次流动的趋势。This paper aims to explore the formation of employee hidden human capital and the impact on their job performance,based on the concept definition of hidden human capital,experiment with employees of private manufacturing enterprises in China,and examines empirically using OLS and Probit model.By the employee survey of private manufacturing enterprises in China,we found that individual education,human resource management situation,the organizational structure characteristics and corporate culture affect formation of employee hidden human capital and job performance;education level negatively correlated with job performance,while the communication mechanism positively correlated with job performance.This means that enterprises must develop the appropriate communication mechanism if they to improve performance of employee in higher education.Optimization of human resource management situation,the organization structure characteristics and corporate culture,will encourage employee with lower job performance flow to a higher performance,while reducing the mobility of employee in high performance position to the low performance,such as some application value for employers to promote the formation of hidden human capital and play its role.

关 键 词：隐性人力资本 工作绩效 沟通机制 企业文化 职业道德 

分 类 号：F019[经济管理—政治经济学]