关于人力资本形成探讨

人力资本的形成是一个漫长复杂的过程,本文主要从家庭教育、学校教育、社会教育三个层面探讨了人力资本形成的过程,并通过对人力资本形成过程的探讨,分析当今社会环境及社会制度在人力资本的形成过程中所存在的问题。     

The complementarity of human capital and language capital in foreign direct investment

Integrating the literature on language-MNEs (multinational enterprises) in international business and economic theory of human capital (HC), we establish an analytical framework to systematically examine how HC and language capital (LC) jointly determine foreign direct investment (FDI). We contend that the extent to which MNEs can leverage HC in a host country for FDI depends on LC. Based on an extensive bilateral dataset covering 3315 country pairs during 1995–2008, we reveal clear evidence on the moderating role played by LC in HC-FDI relationship and such evidence is robust to different measures used for different variables, the inclusion of more control variables and different samples.     

Does network board capital matter? A study of innovative performance in strategic SME networks

This article examines the effects of network board capital (i.e., human capital and relational capital) on total, radical and incremental network innovative performance. Results from a five-year longitudinal study of network boards in 53 strategic networks suggest that a network board's diversity, education level, and interlocking directorates with other such networks affect network innovative performance. The degree of board diversity and interlocking directorates primarily influence incremental innovation, whereas education level influences radical innovation. The study finds that a network board's diversity of expertise and education level are important for improving all components of innovative performance (total, radical and incremental) in smaller networks. Managerial implications of these findings are discussed.     

外国直接投资与中国人力资本成长的实证分析——以“长三角”为例

文章从人力资本存量水平和人力资本效率水平两个角度,以“长三角”地区为案例,集中探讨了外商直接投资对我国人力资本成长的影响。研究资料显示,“长三角”地区外国直接投资每增加1%,该地区平均实际工资水平将增加0.31%。另一方面,从“长三角”地区近年来有外国直接投资支撑的制造业的劳动生产率的变化来看,同其它较少外国直接投资或者无外国直接投资支撑的行业相比,其人力资本效率水平一直保持在相对较高的水平上。“长三角”地区人力资本成长的政策含义是,今后外国直接投资的引进应当在遵循比较优势和要素自由流动的原则基础上,尽可能地与我国产业结构乃至就业结构的调整方向保持一致,而盲目追求外国直接投资的数量规模则是有害的。     

Human capital investments in asymmetric corporate tournaments

We consider a tournament between two workers of different abilities who choose both human capital investment and effort. The employer can influence the workers’ behavior by determining the sequence of human capital investments, i.e. the training design. The workers can either invest simultaneously or sequentially with the favorite being the first mover or sequentially with the underdog as first mover. The results show that the outcome of the tournament crucially depends on the employer’s choice of training design and on the ability difference between the workers. If the two workers clearly differ in their abilities the employer will prefer simultaneous human capital accumulation. However, if the abilities of the two workers are rather similar the employer optimally chooses sequential human capital accumulation with the underdog being the first mover.     

The role of top management team human capital in venture capital markets: Evidence from first-time funds

This paper examines whether the human capital of first-time venture capital fund management teams can predict fund performance and finds that it can. I find that fund management teams with more task-specific human capital, as measured by more managers having past experience as venture capitalists and by more managers having past experience as executives at start-up companies, manage funds with greater fractions of portfolio company exits. I also find that fund management teams with more industry-specific human capital in strategy and management consulting and, to a lesser extent, engineering and non-venture finance manage funds with greater fractions of portfolio company exits. Perhaps counter-intuitively, I find that fund management teams that have more general human capital in business administration, as measured by more managers having MBAs, manage funds with lower fractions of portfolio company exits. Overall, measures of task- and industry-specific human capital are stronger predictors of fund performance than are measures of general human capital.     

The significance of human capital and social capital: professional–client relationships in the Asia Pacific

Professionals working in professional service firms rely on their human capital and social capital to deliver value in their service provision and delivery to clients. However, research to-date is limited regarding investigations into the relationship between human capital and social capital at the level of professional–client relationships, particularly in the context of the Asia Pacific where changes in business environment, professional jurisdiction and ways of working have been commonplace for many firms operating in this region. In this study of Australian corporate law firms and client organizations, our results reveal significant evidence of relationships between social capital and human capital in the form of knowledge acquisition, where social capital facilitates professionals’ capacity to acquire knowledge from clients and increases the overall amount of knowledge acquired. More research on social capital and knowledge acquisition has the potential to advance our understanding of the influence of professional–client relationships on human capital development in the Asia Pacific.     

高新技术产业人力资本价值评估研究

人力资本作为高新技术产业增长的重要源泉,受到了越来越多的人的关注。文章以人力资本价值评估为研究主线,根据人力资本价值评估理论,结合我国高新技术产业的自身特点,认为高新技术产业人力资本价值评估体系应以市场法、成本法、收益现值法为理论基础,建立高新技术产业人力资本评价指标体系。     

Human and financial capital as determinants of biopharmaceutical IPO de-listings

The present study combines human capital theory with work on IPOs related to sources of financial capital of recent, publicly traded biopharmaceutical firms and relates this to the de-listing of these firms. The study follows the generally accepted view that more or better quality human capital is a positive factor in individual and firm performance to develop the hypotheses, positing a negative relationship between these factors and IPO de-listing. The results show that to a limited extent firms having CEOs with more or better human capital and strategic alliance partners are associated with biopharmaceutical IPOs’ de-listing. The study further finds that de-listing in this industry is due primarily to acquisitions (and not financial distress) and that the findings differ based upon whether examining financial distress or acquisition de-listings. The study draws upon the IPO motivation literature to help explain the results.     

组织环境对企业信息安全管理的影响路径研究

在借鉴国内外研究成果的基础上,本文对139家中小企业进行问卷调查,运用因子分析和结构方程模型对数据处理后发现:在企业信息安全管理中,组织环境对人力资源安全、操作管理、信息系统开发与维护有着显著的正向影响,对资产设备安全和应急响应机制有着一定的正向影响;人力资源安全在信息安全管理中发挥中介作用,组织环境通过人力资源安全部分中介作用于信息安全管理其他要素。     

The Importance of Sectoral Differences in the Application of Complementary HRM Practices for Innovation Performance

Recent theoretical and empirical analysis in the field of economic organization has focused almost exclusively on identifying organizational practices and complementarities between such practices, without regard for the type of activity in question. However, organizational theory suggests that more knowledge-intensive production activities often involve higher degrees of strategic uncertainty for firms and performance ambiguity in relation to individual employees. Therefore, the 'organic' or 'clan' form of organization - involving the application of 'new' HRM practices - is expected to perform better within knowledge-intensive sectors of the economy, as compared to other sectors. A sample of 726 Danish firms with more than 50 employees in manufacturing and private services is studied. The results show that HRM practices are more effective in influencing innovation performance when applied together, as compared with situations in which individual practices are applied alone. In other words, organizational complementarities obtain. Moreover, the application of complementary HRM practices is more effective for firms in knowledge-intensive industries ('high' and 'medium' knowledge-intensive industries).     

Beyond environmental scarcity: Human and social capital as driving forces of bootstrapping activities

Although entrepreneurship scholars highlight bootstrapping as a key resource acquisition approach to respond to the inherent resource constraints that nascent ventures face, little is known about what causes nascent ventures to engage in bootstrapping. Theory highlights the environment as an important determinant of bootstrapping activity. Analyzing bootstrapping behavior of 298 nascent ventures, we find that beyond perceived environmental factors, individual characteristics of the nascent entrepreneurs and factors relating to the embeddedness of the entrepreneurs in the environment determine their venture's bootstrapping behavior. In a more fine-grained analysis we gain insights into how these antecedents shape the use of particular bootstrapping strategies. Findings contribute to our understanding of factors driving resource management approaches in nascent ventures.     

Human capital and entrepreneurial success: A meta-analytical review

The study meta-analytically integrates results from three decades of human capital research in entrepreneurship. Based on 70 independent samples (N = 24,733), we found a significant but small relationship between human capital and success (r_c = .098). We examined theoretically derived moderators of this relationship referring to conceptualizations of human capital, to context, and to measurement of success. The relationship was higher for outcomes of human capital investments (knowledge/skills) than for human capital investments (education/experience), for human capital with high task-relatedness compared to low task-relatedness, for young businesses compared to old businesses, and for the dependent variable size compared to growth or profitability. Findings are relevant for practitioners (lenders, policy makers, educators) and for future research. Our findings show that future research should pursue moderator approaches to study the effects of human capital on success. Further, human capital is most important if it is task-related and if it consists of outcomes of human capital investments rather than human capital investments; this suggests that research should overcome a static view of human capital and should rather investigate the processes of learning, knowledge acquisition, and the transfer of knowledge to entrepreneurial tasks.     

人力资本、南北贸易与经济增长:一个分析框架

在Dixit和Norman、Grossman和Helpman的基础上构造了一个以人力资本为基础的内生技术变迁的国际贸易模型来考察南北贸易对经济增长的动态影响。和以前的文献不同,假定不存在技术的外部性,只存在人力资本的外部性,人力资本积累既是经济增长的源泉,又是贸易影响经济增长的动态机制的决定力量。初始人力资本禀赋决定着贸易分工,人力资本相对积累率决定着分工模式的演变和创新能力的消长,从而决定着长期增长率。因而,对于南方国家而言,提高人力资本积累率是其改变分工地位、提高创新能力、缩小经济差距甚至在长期内实现经济赶超的根本选择。     

浙江省经济转型中的人力资本分析

人力资本是促进经济转型升级的核心资本。十年来,浙江省劳动力总量不断扩张、综合素质稳步提升,为经济社会发展提供了重要人力资本支持。但是浙江人力资本现状仍不能满足经济转型发展需求,需要构建适应经济转型特点的人力资本体系。     

The export technology content, learning by doing and specialization in foreign trade

We examine empirically whether countries with relatively little production and export experience specialize in the production and export of more standardized and lower-technology products, and those with more production experience produce and export more recently developed and higher-technology products. Using panel data covering 127 countries and the period between 1970 and 1997, we find that export experience does help to account for the variation in export content. Exporting experience influences a country's export mix more than its production experience, suggesting that there may be a trade-induced component of learning by doing in foreign trade specialization.     

Reconceptualizing entrepreneurial exit: Divergent exit routes and their drivers

We develop a conceptual model of entrepreneurial exit which includes exit through liquidation and firm sale for both firms in financial distress and firms performing well. This represents four distinct exit routes. In developing the model, we complement the prevailing theoretical framework of exit as a utility-maximizing problem among entrepreneurs with prospect theory and its recent applications in liquidation of investment decisions. We empirically test the model using two Swedish databases which follow 1,735 new ventures and their founders over eight years. We find that entrepreneurs exit from both firms in financial distress and firms performing well. In addition, commonly examined human capital factors (entrepreneurial experience, age, education) and failure-avoidance strategies (outside job, reinvestment) differ substantially across the four exit routes, explaining some of the discrepancies in earlier studies.