军官职业化制度设计的内在要求——基于专用性人力资本投资视角  

The Study on the Inherent Requirements of System Design of Officer Professionalization——From the Perspective of the Specific Human Capital Investment

作　　者：尤琳[1] 

机构地区：[1]海军工程大学理学院,湖北武汉430033

出　　处：《技术经济与管理研究》2016年第2期63-67,共5页Journal of Technical Economics & Management

摘　　要：职业化是社会分工深化、市场追求效率的结果。军官职业化制度因其促进了军事专用性人力资本投资而有助于军队战斗力提升。然而由于专用性投资所固有的"套牢"和"敲竹杠"问题,一般说来,军事专用性人力资本投资激励通常都是不足的。因此从激励专用性投资的角度出发,军官职业化制度设计必须遵循一系列内在要求。文章从军事专用性人力资本投资激励的角度出发,深入分析军官职业化制度与军事专用性人力资本投资激励之间的逻辑关联,并在建立博弈模型基础上探寻军事专用性人力资本投资激励的必要条件,从中归纳和总结出军官职业化制度设计所必须遵循的内在要求,具体包括军官职业的相对稳定性、和平时期的自由进入与退出以及军事专用性人力资本投资的等值补偿等。The professionalization is the result of social division of labors and the pursuit of efficiency. The system of military officers’ professionalization is helpful to improve the army ability of combat,because of the promotion of military appropriative human capital investment. However,due to the inherent problems of ＂tied-up＂ and ＂fleecing＂ for appropriative investments,the incentive of the military appropriative human capital investment is usually inadequate. Therefore,from the perspective of the incentive for the appropriative investment,the design of the officers’ professionalization system must follow a series of internal requirements. From the incentive perspective of military appropriative human capital investments,the logical relationship between the officers’ professionalization and the appropriative investments is analyzed,and the necessary conditions for the incentive of the military appropriative human capital investments are explored based on the game model. Finally,on the basis of these analyses,the inherent requirements for the system design of military officers’ professionalization are concluded and summarized,including the relative stability for military officers’ career,the free entries and exits during the peace period,the equivalent compensations of the military appropriative human capital investment.

关 键 词：人力资本 军事人才 人力资源管理 投资激励 

分 类 号：F241[经济管理—劳动经济]