“创造”还是“破坏”：企业创新的就业效应——基于高管海归背景的门槛模型检验

doi:10.19722/j.cnki.1008-7729.2020.0142

北京邮电大学学报(社会科学版) ›› 2021, Vol. 23 ›› Issue (1): 90-98.doi: 10.19722/j.cnki.1008-7729.2020.0142

“创造”还是“破坏”：企业创新的就业效应——基于高管海归背景的门槛模型检验

朱金生（1964—），男，湖北武汉人，教授，博士生导师

武汉理工大学经济学院，湖北武汉430070

收稿日期:2020-06-02 出版日期:2021-02-28 发布日期:2021-03-07
通讯作者: 朱金生（1964—），男，湖北武汉人，教授，博士生导师
作者简介:朱金生（1964—），男，湖北武汉人，教授，博士生导师
基金资助:
国家社会科学基金资助项目（19BYJ057）

“Create” or “Destroy”: Employment Effect of Enterprise Innovation#br# —Threshold Model Test Based on Categorization of Returnee Executives#br#

School of Economics, Wuhan University of Technology, Wuhan 430070, China

Received:2020-06-02 Online:2021-02-28 Published:2021-03-07

摘要/Abstract

摘要： 基于社会类化理论和信息决策理论，以2013—2017年沪深2 091家非金融上市公司为样本，运用面板门槛模型，考察企业高管团队中不同海归(有国外学习和工作经验的留学归国人员)比例区间下企业创新的就业效应。实证结果表明，与本土企业相比，海归企业（高管团队中至少有一人具有海归背景的企业）具有更强的技术创新偏好；就样本总体而言，当企业海归高管比例不同时，企业创新的就业效应分别表现为促进、抑制、再促进作用；分产权性质的样本来看，随着海归高管比例的提高，非国有企业技术创新对就业的促进作用表现出较鲜明的持续性和稳定性。此外，对海归高管类化程度影响企业技术创新偏好，进而作用于就业创造和就业破坏的传导渠道进行了机理分析。本研究旨在为中国技术创新、国际人才战略、企业选人用人机制和国有企业改革等提供有益的政策启示。

关键词: 技术创新, 就业效应, 海归高管, 类化作用, 门槛效应

Abstract: Based on the social categorization theory and information decision making theory, taking 2091 non-financial listed companies in Shanghai and Shenzhen Stock Markets from 2013 to 2017 as a sample, the panel threshold model is established to investigate the employment effects of enterprise innovation under the different proportions of returnees in the executive team. The empirical results show that the returnee enterprises have stronger technological innovation preferences than the local enterprises. As for the whole sample, with the increase of the proportion of returnee executives, the enterprise technological innovation in the three threshold intervals are respectively presented as a spiral upward characteristic of promoting, inhibiting, and promoting the employment. Taking property rights into account, with the increase of returnees social categorization rate, non-state-owned enterprises show more sustainability and stability in promoting employment through technological innovation. The mechanism of the influence of returnee categorization degree on innovation preferences and the transmission channels of employment creation and employment destruction are explained. The research conclusions provide useful policy inspiration for Chinas technological innovation, international talent strategy, enterprises personnel selection and appointments mechanism and state-owned enterprise reform.

Key words: technological innovation, employment effect, returnee executive, social categorization, threshold effect

中图分类号:

F224
F279.23

朱金生, 董天琪. “创造”还是“破坏”：企业创新的就业效应——基于高管海归背景的门槛模型检验[J]. 北京邮电大学学报(社会科学版), 2021, 23(1): 90-98.

ZHU Jin-sheng, DONG Tian-qi. “Create” or “Destroy”: Employment Effect of Enterprise Innovation#br# —Threshold Model Test Based on Categorization of Returnee Executives#br#[J]. Journal of Beijing University of Posts and Telecommunications(Social Sciences Edition), 2021, 23(1): 90-98.

参考文献

［1］ HAMBRICK D C, MASON P A. Upper echelons：the organization as a reflection of its top managers［J］. Academy of Management Review,1984,9(2):193-206.
［2］ WILLIAMS K Y, O’REILLY C A. Demography and diversity in organizations: a review of 40 years of research［J］. Research in Organizational Behavior,1998,20(20):77-140.
［3］ TURNER J C, WETHERELL M S, HOGG M A. Referent informational influence and group polarization［J］.British Journal of Social Psychology,1989,28:135-147.
［4］ EVANGELISTA R, SAVONA M. Innovation, employment and skills in services: firm and sectoral evidence［J］.Structural Change and Economic Dynamics,2003,14(4):449-474.
［5］ AGHION P,HOWITT P.Growth and unemployment［J］. Review of Economic Studies,1994,61(3):477-494.
［6］ GREENAN N, GUELLEC D. Technological innovation and employment reallocation［J］. Labour,2000,14(4):547-590.
［7］ HALL B H, LOTTI F, MAIRESSE J. Employment,innovation and productivity: evidence from Italian microdate［J］. Industrial and Corporate Change,2008,17:813-839.
［8］ LIN C, LIN P, SONG F. Property rights protection and corporate R&D：evidence from China［J］. Journal of Development Economics,2010,93(1):49-62.
［9］黄解宇，孙维峰，杨朝晖.创新的就业效应分析：基于中国上市公司微观数据的实证研究［J］.中国软科学,2013(11):161-169.
［10］ JEHN K A, BEZRUKOVA K. A field study of group diversity, workgroup context, and performance［J］. Journal of Organizational Behavior,2004,25(6):703-729.
［11］ DE DREU C, WEINGART L R. A contingency theory of task conflict and performance in groups and organizational teams［J］. International Handbook of Organizational Teamwork and Cooperative Working,2003（1）:151-166.
［12］ LI H, ZHANG Y, LI Y, et al. Returnees versus locals: who perform better in China's technology entrepreneurship?［J］. Strategic Entrepreneurship Journal, 2012,6(3):257-272.
［13］ DUAN T, HOU W. The curse of returnees CEOs［J］. Social Science Electronic Publishing.2014(7):1-50.
［14］ NDOFOR H A, WESLEY C, PRIEM R L. Providing CEOs with opportunities to cheat［J］. Journal of Management,2015,41(6): 1774-1797.
［15］ MOUNTFORD A. Can a brain drain be good for growth in the source economy?［J］. Journal of Development Economics,1997,53(2):287-303.
［16］ LIU X, LU J, FILATOTCHEV I, et al. Returnee entrepreneurs, knowledge spillovers and innovation in high-tech firms in emerging economies［J］. Journal of Inter-national Business Studies,2010,41(7):1183-1197.
［17］ PEGELS C C, YANG B. Top management team impact on strategic assets accumulation capabilities［J］. Management Decision,2000,38(10):694-710.
［18］ SCHIPPERS M C, DENHARTOG D N, KOOPMAN P L. Diversity and team outcomes: the moderating effects of outcome interdependence and group longevity and the mediating effect of reflexivity［J］.Journal of Organizational Behavior,2003,24(6):779-802.
［19］ WENSON B, CHRISTINE H L, MARTIN J. The performance of international returnee ventures: the role of networking capability and the usefulness of international business knowledge［J］. Entrepreneurship & Regional Development,2016,28(9): 657-680.
［20］杨治,傅一凡,陈兵.高科技公司高管团队专业异质性与探索式创新［J］.科研管理,2017,38(10):31-39.
［21］栾斌,杨俊.上市公司技术创新的就业效应：基于高管持股的门槛效应研究［J］.科学学与科学技术管理,2016,37(7):148-158.
［22］黎文靖,郑曼妮.实质性创新还是策略性创新：宏观产业政策对微观企业创新的影响［J］.经济研究,2016,51(4):60-73.
［23］刘凤朝,默佳鑫,马荣康.高管团队海外背景对企业创新绩效的影响研究［J］.管理评论,2017,29(7):135-147.
［24］周煊,程立茹,王皓.技术创新水平越高企业财务绩效越好吗：基于16年中国制药上市公司专利申请数据的实证研究［J］.金融研究,2012(8):166-179.
［25］罗思平,于永达.技术转移、“海归”与企业技术创新：基于中国光伏产业的实证研究［J］.管理世界,2012(11):124-132.

[1]	魏龙, 张虎. 环境规制对绿色技术创新效率：促进还是抑制？——基于创新价值链和空间外溢的双重视角[J]. 北京邮电大学学报(社会科学版), 2020, 22(4): 48-58.
[2]	赵宏中，黄品涛. 环境规制、研发投入对绿色技术创新的影响研究[J]. 北京邮电大学学报(社科版), 2020, 22(2): 67-75.
[3]	郑丽升1,李若曦2. 技术创新投入对高技术产业TFP增长的影响研究[J]. 北京邮电大学学报(社科版), 2019, 21(2): 60-67.
[4]	胡苏敏. 企业文化对技术创新的影响——基于文化强度视角[J]. 北京邮电大学学报(社科版), 2018, 20(6): 42-51.
[5]	赵宏中，周婷，李若曦. 自主研发创新、企业技术能力与全要素生产率提升 ——基于门槛效应的研究[J]. 北京邮电大学学报(社科版), 2018, 20(5): 32-40.
[6]	殷梦玲. 创新补贴对科技型中小企业技术创新的影响研究——基于不同补贴方式的分析[J]. 北京邮电大学学报(社科版), 2018, 20(2): 58-68.
[7]	陶良虎, 王英. 新型城镇化对资源环境影响的门槛效应研究——以湖北省为例[J]. 北京邮电大学学报(社科版), 2018, 20(1): 86-94.
[8]	李保红，吕廷杰. 基于技术创新与制度创新互动的ICT标准化和IPR探究[J]. Acta Metallurgica Sinica(English letters), 2011, 13(5): 96-100.
[9]	李霞，郭要梅，宋维维. 用户参与产品开发对技术创新绩效的影响因素实证研究[J]. Acta Metallurgica Sinica(English letters), 2010, 12(6): 77-83.
[10]	吴雅娟，谢雪梅，吕廷杰. 电信运营企业技术创新效果评价体系的建立[J]. Acta Metallurgica Sinica(English letters), 2009, 11(2): 63-67.
[11]	王岚. 运营商对新技术采用延迟现象的研究[J]. Acta Metallurgica Sinica(English letters), 2008, 10(5): 48-51.
[12]	唐任伍; 刘岩. 中国电信运营业技术创新的制度激励[J]. Acta Metallurgica Sinica(English letters), 2003, 5(1): 24-28.

“创造”还是“破坏”：企业创新的就业效应——基于高管海归背景的门槛模型检验

“Create” or “Destroy”: Employment Effect of Enterprise Innovation#br# —Threshold Model Test Based on Categorization of Returnee Executives#br#

PDF

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 12

编辑推荐

Metrics

本文评价