人力资本社会网络与企业创新——基于在线简历数据的实证研究  

Human Capital Network and Firm Innovation:A Study Based on the Resume Data of LinkedIn

作　　者：刘善仕[1] 孙博[1] 葛淳棉 王琪[1] 

机构地区：[1]华南理工大学工商管理学院

出　　处：《管理世界》2017年第7期88-98,119,共12页Journal of Management World

基　　金：国家自然科学基金(71503084;71601081);广东省软科学研究计划项目(2014A070704005);华南理工大学中央高校基本科研业务费(2017BQ049);广东省哲学社会科学重点实验室项目(互联网行为科学实验室)的支持和资助

摘　　要：社会网络理论的兴起和发展为企业创新研究领域提供了全新的视角。以往研究虽然考察了企业通过合作、联盟协议等方式形成的企业社会网络对创新的影响,但是这些方式相比于人员流动而言,并非是获取其他企业的知识和信息资源的最直接方式。本文基于领英(中国)职业社交网站的人才简历数据,从社会网络视角构建了一个新颖的由人员流动而形成的企业人力资本社会网络,并实证研究了我国上市企业人力资本社会网络位置对其创新绩效的影响。同时,本文依据流动人才的类型进一步将人力资本社会网络细分为技术型人力资本社会网络和管理型人力资本社会网络。结果表明,上市企业人力资本社会网络的中心度和结构洞与企业创新绩效呈显著正相关关系。文章最后讨论了本研究的理论贡献与实践启示。The rise and development of social network theory has provided a new perspective for the research on firm innovation. Although prior studies have examined the impact of social network on firm innovation through cooperation and alliance agreements, these formats are not the most straightforward way to acquire knowledge and information from other firms. From the perspective of social network, this paper constructs a novel human capital network based on the resume data of Linked In(China), a professional social network. We empirically examine the impact of human capital social network position on firm innovation performance. Meanwhile, this paper further divides the human capital social network into the technological and the managerial human capital social network based on the job types of employees. The results show that the centrality and structural holes of the human capital social network are positively correlated with innovation performance of public listed firms. Further, we discuss the theoretical contributions and practical implications of this study.

关 键 词：人力资本 员工流动 社会网络 创新绩效 简历数据 

分 类 号：F272.92[经济管理—企业管理] F273.1[经济管理—国民经济]