员工培训投入对企业生产率的作用评估——基于广义倾向得分匹配模型的分析  

Evaluation of the Roles Played by Employees' Training Input in Corporate Productivity——Based on the Analysis of Generalized Propensity Score Matching Model

作　　者：汤学良[1] 吴万宗[2] 宗大伟[1,3] 

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 [3]常熟理工学院数学与统计学院,江苏常熟215500

出　　处：《当代经济科学》2016年第1期97-107,127-128,共11页Modern Economic Science

基　　金：上海财经大学研究生创新基金项目(CXJJ-2015-328)

摘　　要：员工培训投入并非多多益善。本文利用广义倾向得分匹配的方法,评估了员工培训投入对企业生产率的作用,发现:(1)培训投入与企业生产率呈"倒N形"关系,即随着培训投入的增加,企业生产率呈"下降-上升-下降"趋势;从而,数额较小或数额过大的培训投入都是无效的,不会提升企业效率,存在最优的员工培训投入。(2)该结论在两种效率指标下(劳动生产率和全要素生产率)和三种分类子样本下(按地区、行业和所有制分类)均是稳健的。(3)但是,员工培训投入的处理效应与最优规模在不同的子样本中是有差异的。Employees' training input is not the more the better. Based on the generalized propensity score matching method,this paper evaluates the roles played by employees' training input in corporate productivity and finds that:( 1) a reverse N-shaped relationship exists between training input and corporate productivity,that is,with the rise of training input,corporate productivity has the trend of 'rise-fall-rise'. Thus,relativelysmall or large amount of training input is invalid. The corporate efficiency can't be raised and there is no optimal employees' training input.( 2) These conclusions are robust under two kinds of efficiency indicators( i.e. labor productivity and total factor productivity) and under three subsamples( i. e. classified by region,industry and ownership).( 3) But the treatment effects and the optimal scale of employees' training input are different in different subsamples.

关 键 词：员工培训投入 企业生产率 广义倾向得分匹配 处理效应 

分 类 号：F272.92[经济管理—企业管理] F273[经济管理—国民经济]