上市公司高管人员的职业生涯模式研究——应用最佳匹配分析方法  

Career Patterns of Top Management Team Members in Listed Companies:Applying Optimal Matching Analysis

作　　者：乔坤[1] 张昭[2] 

机构地区：[1]大连理工大学管理与经济学部,大连116023 [2]大连理工大学人文与社会科学学部,大连116023

出　　处：《管理评论》2015年第12期141-150,共10页Management Review

基　　金：教育部人文社会科学基金项目(11YJA630087);辽宁省科技计划资助项目(2011401032);中央高校基本科研业务费专项资金资助项目(DUT13RW308)

摘　　要：本文从高管职业生涯的整体角度出发,借由最佳匹配分析为研究工具,对锐思金融数据库中公布的244家上市公司355位高管的工作历史构建职业生涯序列,识别出高管人员的六种职业生涯模式,分别为单一职能者、内部晋升者、来自公共部门的高经验外来者、职能多变者、来自企业的高经验外来者及无职业序列者。进而,通过卡方检验,探索了职业生涯模式在不同出生年代、不同职务高管间分布的显著差异性。与国外同类文献相比较,本研究既发现了中国高管职业生涯的特有模式,也发现了中国高管职业发展的外部劳动力市场战略取向明显,职业多样性和职业复杂度不高等特征。在讨论部分,列出了相应的政策和管理建议。This paper applies optimal matching analysis（OMA）to research the career patterns of top managers from a holistic perspective of the career.We analyze 355 top management team members＇ demographic information from 244 listed companies,and the samples come from RESSET Financial Database.Our research approach focuses on the analysis of complex career sequences.The career sequences in our research are composed of organizational tenure,functional background and industrial background.With the OMA method and subsequent cluster analysis,we develop six career patterns of TMT members,and then we elaborate their respective characteristics.In addition,this study also applies chi-square tests to examine career patterns of TMT members in different birth years and positions.The result shows the occurrence of major patterns differs significantly among different birth years and positions.Compared with the corresponding studies abroad,the present study finds out special career pattern which exists in China.The characteristics of external labor market strategy and career variety are discussed specifically.Finally,we provide suggestion for policy-making and personal career development.

关 键 词：高层管理团队 职业生涯模式 最佳匹配分析 

分 类 号：F272.92[经济管理—企业管理]