我国人力资本参与企业收益分配的制度分析

本文认为静态地、抽象地分析企业中人力资本所有权和物质资本所有权谁占支配地位抑或平等是没有意义的。在企业中，人力资本个人收益与企业的总体收益有不同的取向，而非简单地转换。人力资本需要“自己给自己定价”，即靠自身的才干、贡献大小通过有效的机制确定自己从企业收益和剩余收益中分割的多少。因此，设计能够释放人力资本能动性的产权制度和企业治理结构，是中国企业缩小与国外的劳动生产率差距、提高竞争力、加快创新的必然要求。

An Analysis on the System of Our Human Capital Participating in the Enterprise''''s Income Distribution

This paper argues that it is nonsensical to analyze statically and abstractly which holds the dominant position, human capital equity or stockholders' equity of physical capital, or, they are equal. In an enterprise, there is not a simple transformation from one to the other between, but different seeking from, the personal income of human capital and the enterprise's total income. Human capital calls for being priced by its own self, that is, how much should be gained from the enterprise's income and its surplus income is determined by its own talent and contributions to the enterprise through effective mechanisms. It is, therefore, necessarily demanded that designed be an equity system and an enterprise administration structure capable of releasing the initiative of human capital so as to reduce the distinction between the Chinese enterprise's and foreign countries' labor productivity, inccease our competitiveness and speed up our innovation.