异质性人力资本对制造业出口产品质量的影响研究

人力资本作为经济发展的高质量型创新动力,对提升我国制造业出口产品的质量发挥着重要的内源作用。基于异质性人力资本的视角,选取2006—2016年省级层面十二大类(HS码)的贸易数据,并以技术创新和城市化作为中介变量,实证检验人力资本异质性对制造业出口产品质量的直接效应和间接效应。研究表明,人力资本极大地提高了我国制造业出口产品的整体质量,并且通过引领技术创新和人口的空间集聚,实现对制造业出口产品的高质量发展。其中,初级人力资本效果不显著,中级和高级人力资本通过技术创新和城市化的间接效应对提高制造业出口产品质量发挥了重要的提升作用。     

The Industry Determinants of Exchange Rate Pass-Through into Canadian Producer Prices

This paper models and estimates exchange rate pass-through and its determinants in Canadian manufacturing industries. The paper predicts theoretically that the exchange rate pass-through should be between one and zero, where it is positively affected by the share of tradable inputs in production costs and the domestic firms’ market share, and negatively by the elasticity of marginal cost with respect to output. The sign for the degree of product differentiation is not theoretically clear. Results of estimation indicate that pass-through is incomplete and is mostly affected by the share of tradable inputs in production costs (positively) and the elasticity of marginal cost with respect to output (negatively).     

企业规模、融资结构与经营绩效——基于战略性新兴产业和传统产业对比的研究

战略性新兴产业要不要发展以及如何发展,这是目前理论和实务界普遍关注的问题。本文以广东省的上市公司为样本,基于和传统产业的对比,研究了战略性新兴产业的企业规模和融资结构对其经营绩效的影响。研究发现企业规模和股权资本对传统产业和战略性新兴产业绩效的影响迥异,即规模扩张不利于传统产业提高经营绩效,却有利于战略性新兴产业提高经营绩效;股权资本降低了传统产业的经营绩效,却显著提高了战略性新兴产业经营绩效。这个研究结果表明战略性新兴产业目前还处于规模效应递增阶段,需要大力发展;同时表明其规模的扩张更倾向于通过股权融资的方式来实施。本文的研究结论有重要的理论意义,对国家宏观经济政策的制定具有一定的参考价值。     

Small firms and networks in capital intensive industries: The case of Spanish steel wire manufacturing

This article uses an interdisciplinary approach to gain a better understanding of the organization of the Spanish industry in a long-term perspective. Sociological concepts about networks, and studies about family firms from management and business history literatures, are combined to illuminate the dominance of family ownership in capital intensive industries. Popp, Toms and Wilson's work on the spatialization of resource distribution and resource dependence has been used to understand the dominance of small family firms co-ordinated by networks in the particular case study of the Spanish steel wire manufactures. The article also has important implications for questioning Casson's interpretation about the difficulties dynastic family firms may have in science-wire rod industries.     

国际分工下的制造业资本分类配置与价值链利益分配

本文试图阐述一个“资本分类配置理论”来解释价值链利益分配上国家间的巨大差异。其基本逻辑是,随着分工的深化,国际分工逐步从产品生产领域发展到资本形成领域,出现了资本分类形成与资本分类配置;所有参与分工的国家里,两类资本的数量不同和形成速度不同导致了二者间在价值链利益分配上的巨大差异。     

Does Venture Capital Syndication Spur Employment Growth and Shareholder Value? Evidence from German IPO Data

This study empirically examines the syndication of equity by multiple venture capitalists in Germany. Following the literature, there are mainly two competing views as to why venture capitalists syndicate investments. First, syndication can be viewed as a means of risk-sharing. Second, venture capitalists may provide important productive resources to firms: capital and information. I test hypotheses based on these two aspects. The results show that the syndication of equity and the number of venture capitalists involved cannot be fully explained by firm characteristics like size, age, or industry affiliation. Although syndicated investments do not differ significantly in stock-market performance, they do show significantly higher growth rates.     

江苏省人力资本、物质资本对经济增长的影响研究 ——基于向量自回归模型

江苏省当前的重要目标是实现经济的高质量增长。针对人力资本、物质资本以及二者之间的协调性来讨论其对于江苏省经济增长的影响,在梳理影响经济增长机理的基础上,依据江苏省1988-2018年的时间序列数据,通过构建向量自回归方程,对江苏省人力资本、物质资本与经济增长进行计量研究。研究表明,在不同的时间维度上,人力资本、物质资本均有促进经济增长作用,但效率有差异,基于此研究结论提出相关政策建议。     

智力外流、人力资本积累与经济增长——基于我国省级面板数据的实证研究

本文利用2001-2010年的中国省级面板数据,采用系统广义矩估计的方法,就智力外流通过作用于人力资本积累对流出国经济增长的影响进行实证检验。研究结果显示:(1)中国智力外流通过激励人力资本形成与积累显著促进了国内的经济增长;(2)内陆欠发达地区智力外流的人力资本激励效应的边际作用比较大,而沿海发达地区人力资本影响经济增长的效果更强,总体来看,智力外流的经济增长效应在沿海发达地区更加明显;(3)通过引入交互项,本文还发现智力外流通过人力资本激励效应对经济增长的影响随智力流动规模的扩大而提高,进一步引发对中国最优智力外流水平的思考。     

企业专用性人力资本与企业绩效——基于我国上市公司的实证研究

文章利用我国上市公司的数据,以总经理为研究对象,以总经理的企业任期作为企业专用性人力资本的替代变量,研究企业专用性人力资本与企业绩效之间的关系,结果表明：企业专用性人力资本与企业绩效之间呈U型关系,即随着企业专用性人力资本的增加,企业绩效呈现出先下降后上升的态势。因此,为了提高企业的绩效水平,企业应对新雇佣的总经理进行在职培训,采取各种措施激励其进行企业专用性人力资本投资,并保护其投资的准租不被侵占;搭建良好的信息交流平台,减少企业内部的交易成本,以有效缩短总经理与企业之间的磨合期,促进隐性知识的转化与学习。     

探究第三产业占比对人力资本积累的影响--基于我国2005年-2011年省级面板数据的实证检验

我国正处于产业结构转型的关键时期,一二产业逐渐向第三产业转移。以往研究大多落脚于人力资本对产业结构的影响,而忽略了由于产业转型带来的对高技术人才的需求推动了人力资本的积累。作者认为,产业结构的优化将有助于人力资本的积累,同时,文化消费、教育投入等因素也会影响到人力资本。本文使用2005-2011年,我国31个省份的面板数据,建立了多元线性回归模型,运用工具变量的方法,以金融发展状况作为第三产业占比的工具变量,进行实证研究。在控制了年份和省份的固定效应后,我们发现第三产业占比对人均人力资本有显著的正向影响,产业结构向第三产业转移有利于人力资本积累。在此基础上,我们提出了若干建议来推动产业结构的优化。     

Encouraged Projects for Foreign Investment in China(Part Ⅱ)

The Catalogue for the Guidance of Foreign Investment Industries (Amended in 2007),which has been approved by the State Council,is hereby promulgated and has come into foroe as of December 1st,2007.17.General Machine Manufacturing Industry     

Financial repression and external openness in an endogenous growth model

An endogenous growth model has been developed that extends Sidrauski (1967), Roubini and Sala-i-Martin (1992,1995) and Lucas (1988) by combining financial development, human capital investment, and external openness. Financial development and trade liberalization are shown to increase the economic growth rate by increasing the marginal benefits of human capital investment. Expansionary governments are, however, provided with an incentive to increase the money supply growth rate, to repress the financial sector, to close its economy, and to impose a high proportional income tax rate.     

不平等是否弱化了企业家精神——来自转型期中国的经验证据

创新型经济的本质要求在于有效激发全体社会成员的企业家精神。降低不平等程度及其对企业家精神的负面影响,对于转向创新驱动的增长方式,进而实现更\"充分\"和更\"平衡\"发展具有重要意义。本文构建了一个基于内生经济增长的动态模型,从企业家精神(创新供给)的角度出发,刻画了不平等影响企业家创新的机理,并利用中国综合社会调查数据及相关省际面板数据检验了不平等对企业家精神的影响。本文发现:(1)机会不平等显著降低了企业家精神,努力不平等对企业家精神有积极影响,收入不平等与企业家精神呈现倒U型关系;(2)社会保障水平提高能部分抵消机会不平等带来的不利影响,激发企业家精神,人力资本投资成本的下降能部分抵消机会不平等对人力资本积累的负向作用,提高人力资本水平;(3)机会不平等仍然是制约人力资本积累的重要因素,而努力不平等尚未起到促进人力资本积累的作用。本文具有深刻的政策含义:实现创新驱动发展的一个重要前提条件是要降低社会成员的机会不平等同时增加努力不平等,保持适当的社会保障水平、降低人力资本投资成本,从而有效激发全体社会成员的企业家精神,催生经济增长新动能。     

Intergenerational correlation in self employment: some further evidence from French ECHP data

Previous empirical work has shown that self-employment is correlated across generations, so that the children of the self-employed are themselves more likely to be self-employed. However, the reason for this intergenerational correlation remains unclear. This paper contributes to the existing literature in two ways. First, using French data from the European Community Household Panel Survey, we provide a further examination of this intergenerational correlation among the self-employed. In particular we investigate to what extent the intergenerational correlation in self-employment reflects occupational following. The second contribution of our paper is to investigate the differences between first- and second-generation self-employed workers and their possible explanations. Even though our results indicate that having self-employed parents increases the probability of being self-employed, irrespective of occupation, we do observe that a large majority of individuals enter the same (or very similar) occupation as their parents, which is consistent with occupational following. Our results also reveal some differences between the first- and second-generation self-employed. Formal education is more important for the first-generation self-employed (those whose parents are not self-employed) than for the second-generation self-employed. Further, the first-generation self-employed, who received less informal human capital than the second-generation self-employed, compensate for this shortcoming by acquiring more formal education.

Governance of Knowledge‐Intensive Firms in the Modern Market Economy

We model contracting for joint production between workers and shareholders when investment in knowledge is non‐verifiable and the resulting specific human capital embedded in the workers is non‐tradable. The model explains how the effective cost of human capital services will vary depending on whether the investment in knowledge is financed by the workers or by the shareholders. We apply the results of the modeling to identify which firms are expected to gain and which to lose from posted trends in higher employability and lower empowerment of workers in modern market economies. Finally, we present conditions on the self‐interest of current shareholders to empower workers as a way to stimulate their investment in firm‐specific human capital.     

人力资本和R&D投入与美国服务贸易的关系分析

美国作为世界上服务贸易最发达的国家,技术创新是其保持服务贸易强势竞争力的根本动力之一。本文主要论述的是美国通过稳步加大对科技R&D活动的支持力度,并不断增加人力资本要素的积累,才使得更多的科技创新和发明不断涌现,进而完成了产业结构和贸易结构优化和升级的目标。因此,R&D投入和人力资本要素的积累共同构成了美国服务贸易竞争力在技术创新领域中两个最重要的来源。     

MAXIMIZING THE HUMAN CAPITAL EQUATION IN LOGISTICS: EDUCATION,EXPERIENCE, AND SKILLS

Hiring and retaining the best employees ‐ human capital ‐ is a challenge. This recent study addressed the long‐standing problem of finding sufficient numbers of quality logistics managers to fill logistics jobs. The research examined how education, experience, and job skills influence performance of these managers, and how performance in turn influences the worth of the manager to the firm. As hypothesized, job skills were found to be good predictors of both logistics manager performance and worth. However, neither experience nor education was found to significantly affect performance. Managerial implications are also provided.     

对外反倾销措施提升中国企业绩效了吗

本文选取1999-2007年度中国对外反倾销措施涉案产品数据以及与之相关的中国工业企业数据,构建微观面板数据模型,定量研究对外反倾销措施对中国进口竞争性产业内企业绩效的实际救济效果。研究结果表明:第一,对外发起反倾销调查当年对进口竞争性企业绩效的影响不明显;第二,不同于以往的研究结果,总体而言,中国反倾销措施的肯定性仲裁结果会降低企业绩效,否定性仲裁结果会提升企业绩效。最后,本文据此提出中国对外反倾销措施的实施在规制国外企业的不正当竞争行为的同时,应以提高国内进口竞争性企业绩效为根本目的。     

Delegation,Skill Acquisition and Turnover Costs

The delegation of tasks to a subordinate and his access to key firm resources allow an organization to make optimal use of his knowledge and ability, but at the same time, thanks to on‐the‐job learning and the possibility of expropriation of these resources, this might increase the agent’s outside options. We model these risks as an increase in the quit propensity of the agent which determines higher turnover costs for the firm. The choice of the degree of delegation a principal offers to her subordinate is analyzed taking into account its benefits and costs. We show that the level of delegation is influenced by the principal’s and the agent’s abilities, but it is lower the higher turnover costs are and the lower the degree of specificity of human capital is or the higher the degree of expropriability of resources is. Finally, bureaucratic rules establishing the documentation of the agent’s activity are seen as a device to reduce turnover costs and to allow more delegation.     

人才为何流向公共部门——减速期经济稳增长困境及人力资本错配含义

长期经济增长离不开公共部门提供的公共服务,但低效率的公共部门在减速过程中仍可以很好地生存,减速后果由生产性部门来消化,这将使人力资本进一步向无效率公共部门集中,导致人力资本错配,从而造成内生增长动力缺失。本文理论研究表明,在长期经济增长过程中,公共部门存在一个最优的人力资本配置比。借助OECD国家和中国例证也发现,如果公共部门人力资本配置偏离这个最优比例,将导致经济稳增长受阻。此外,相比美国、英国等OECD国家,中国公共部门人力资本强度较大,而生产性等市场化部门人力资本强度相对较小。当前中国经济正处在从要素投入驱动向创新驱动转换的时期,大量优秀人才配置到非市场的公共部门而非生产性部门,会给中国经济稳增长带来严重挑战。因此,本文的政策含义是,改变不利于经济减速时期能有效淘汰非效率部门的制度结构,引致人力资本进一步向生产性部门集中,优化人力资本配置,最大限度释放人力资本红利。