创业板上市公司高管团队人力资本与公司成长性的关系研究

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摘要

人作为企业的特殊资源，其重要性日益凸显。而作为企业引领者的高管团队，

其对企业的发展具有至关重要的作用；高管团队内成员所拥有的知识、能力、经

验等人力资本经过整合、协作，形成团队人力资本，一方面为企业的可持续成长

发展提供了重要助推力，另一方面，由于不同的高管团队其差异性，形成不同的

企业战略决策，从而在企业成长路径选择上会出现差异，导致企业成长性产生不

同。研究高管团队人力资本对企业成长性的影响作用，一方面有助于促进高管团

队的培育与组建；另一方面有助于指导企业基于高管团队人力资本的视角，提升

企业的实力，实现企业的持续成长。

基于此，本文在高管团队人力资本和企业成长性相关理论和文献分析的基础

上，展开了一系列的理论探讨和实证研究。

首先，考虑到我国创业板企业正处于快速成长和逐步完善的时期，其高成长

性特征突出的特点，本文以中国的创业板上市公司作为研究对象，界定了创业板

上市公司高管团队人力资本的定义，将高管团队人力资本划分为能力性人力资本

和意愿性人力资本，通过引入战略决策质量作为中介变量，基于资源基础论，构

建了创业板上市公司高管团队人力资本与公司成长性关系模型。

其次，通过实证研究来剖析创业板上市公司高管团队人力资本与企业成长性

之间的相关关系。选取创业板上市公司 227 家制造业公司作为研究样本，运用 SPSS

分析软件，对高管团队人力资本和企业成长性分别进行了研究，然后运用结构方

程模型对创业板上市公司高管团队人力资本与企业成长性之间的相关关系假设进

行了验证。得出如下结论：能力性人力资本与意愿性人力资本与企业成长性具有

正相关关系；能力性人力资本所包含的年龄、受教育程度、行业经验、社会关系

与企业成长性均具有正相关关系，但声誉与企业成长性相关关系不显著；意愿性

人力资本所包含的内驱力、组织忠诚度与企业成长性具有正相关关系，但职位独

立性与企业成长性相关关系不显著；能力性人力资本和意愿性人力资本一方面能

够直接影响企业成长性；另一方面，能通过战略决策质量的中介作用，间接影响

企业成长性。

最后，基于实证分析结果，本文有针对性的提出了促进企业成长发展的高管

团队人力资本方面的相关建议，为促进创业板上市公司的持续、健康发展提供一

定的帮助。

关键词：高管团队人力资本成长性创业板上市公司

ABSTRACT

Human as the special resources is much more and more important in the enterprise.

And top management team which was seen as business leader plays a crucial role in the

development of enterprises. The knowledge, skills, experience and other human capital

that the top management team members owned can build to be the team human capital

after integration and collaboration. The team human capital on one hand can directly

provide important force for sustainable development of enterprises, and on the other

hand, as a result of different executive team diversity, form different enterprise strategic

decision, resulting different enterprises growth path choice which will make different

growth speed. Research on the effect of the top management team human capital on

enterprise growth is helpful to promote the cultivation and establishment of the top

management team. At the same time, it can conduct enterprises to enhance the actual

strength and lead enterprise's sustainable development to make up which based on the

perspective of the top management team human capital.

Based on the analysis of existing papers about top management team human

capital and enterprise growth, the study confirmed a series of theoretical analysis and

empirical research.

First, this paper defines the definition of human capital of top management team,

divides team human capital into ability human capital and intention human capital and

then build a model of the relationship between the top team management human capital

and enterprise growth by taken strategic decision quality as intermediary variable.

Second, considering that GEM board enterprises of our country is in the period of

rapid growth and gradual improvement, especially its high growth characteristic is more

obviously to see. This paper takes China GEM board listing corporation as the research

object and use empirical research to analyze the relationship between GEM board listing

corporation team human capital and enterprise growth. This paper selects 227 listing

manufacturing companies as the research samples, use SPSS analysis software to

analyze human capital of the top management team and enterprise growth separately,

then verified the hypothesis about relationship between team human capital and

enterprise growth by using the structural equation model. The conclusions are as

follows: the ability human capital and the intention human capital has positive

correlation with enterprise growth. The age, education, experience, social relationship,

self-motivation and loyalty of top management team positively correlated with

enterprise growth, but social reputation and position independence doesn’t have

significant correlation with enterprise growth. The ability human capital and the

intention human capital on one hand can directly influence the growth of enterprises; on

the other hand, through the intermediary role of strategic decision quality, indirectly

influence the growth of enterprises.

Finaly, this paper offers some suggestions according to the conclusion which hope

to provide some help to promote the development of the GEM board corporation.

Key Word: Top management team, Human capital, Enterprise growth, GEM board

摘要

ABSTRACT

第一章绪论 ................................................................................................................ 1

1.1 研究背景 ................................................................................................................ 1

1.2 研究意义 ................................................................................................................ 2

1.3 研究方法和研究思路 ............................................................................................ 3

1.3.1 研究方法 ........................................................................................................ 3

1.3.2 研究思路 ......................................................................................................... 4

1.4 研究特色 ................................................................................................................ 7

第二章理论渊源和研究综述 ........................................................................................ 8

2.1 人力资本研究综述 ................................................................................................ 8

2.1.1 人力资本起源和发展 .................................................................................... 8

2.1.2 人力资本研究现状 ...................................................................................... 10

2.2 成长性理论研究综述 .......................................................................................... 11

2.2.1 成长性理论的起源和发展 .......................................................................... 11

2.2.2 企业成长性研究现状 ................................................................................... 13

2.3 高管团队与企业成长性研究综述 ...................................................................... 14

2.3.1 高管团队研究 .............................................................................................. 14

2.3.2 基于人力资本视角的高管团队研究 .......................................................... 15

2.3.3 团队人力资本与企业成长性关系研究 ...................................................... 16

第三章创业板上市公司高管团队人力资本与企业成长性关系模型构建 .............. 18

3.1 创业板上市公司现状 ......................................................................................... 18

3.2 创业板上市公司高管团队人力资本 ................................................................. 19

3.2.1 创业板上市公司高管团队 .......................................................................... 19

3.2.2 创业板上市公司高管团队人力资本及特征 .............................................. 20

3.2.3 创业板上市公司高管团队人力资本的维度 .............................................. 21

3.3 创业板上市公司高管团队人力资本是企业的重要战略资源 ......................... 23

3.3.1 资源基础观 .................................................................................................. 23

3.3.2 创业板上市公司高管团队人力资本：企业重要战略资源 ...................... 24

3.4 企业成长性 ......................................................................................................... 25

3.4.1 企业成长性定义 .......................................................................................... 25

3.4.2 企业成长性维度 .......................................................................................... 25

3.5 模型构建 .............................................................................................................. 26

第四章研究设计与变量测量 ...................................................................................... 28

4.1 研究设计 ............................................................................................................. 28

4.1.1 研究总体框架 .............................................................................................. 28

4.1.2 数据来源与样本选择 .................................................................................. 28

4.2 高管团队人力资本指标的描述与测量 ............................................................. 29

4.2.1 高管团队人力资本指标的描述 .................................................................. 29

4.2.2 高管团队人力资本指标的测量 .................................................................. 29

4.3 企业成长性指标的描述与测量 ......................................................................... 31

4.3.1 企业成长性指标的描述 .............................................................................. 31

4.3.2 企业成长性指标的测量 .............................................................................. 34

4.4 战略决策质量指标的描述与测量 ..................................................................... 40

4.4.1 战略决策质量指标的描述 .......................................................................... 40

4.4.2 战略决策质量指标的测量 .......................................................................... 40

第五章实证分析 .......................................................................................................... 41

5.1 描述性统计分析 .................................................................................................. 41

5.2 研究假设 ............................................................................................................. 43

5.2.1 人力资本与企业成长性关系假设 .............................................................. 43

5.2.2 基于战略决策质量的人力资本与企业成长性关系假设 .......................... 45

5.2.3 研究假设总结 .............................................................................................. 46

5.3 变量间相关性分析 ............................................................................................. 47

5.3.1 能力性人力资本指标与企业成长性相关分析 .......................................... 47

5.3.2 意愿性人力资本指标与企业成长性相关分析 .......................................... 48

5.3.3 战略决策质量指标与企业成长性相关分析 .............................................. 49

5.4 结构方程模型的建立 .......................................................................................... 50

5.4.1 模型设定 ...................................................................................................... 50

5.4.2 模型识别 ...................................................................................................... 51

5.4.3 模型估计 ...................................................................................................... 52

5.4.4 模型评价 ...................................................................................................... 52

5.5 模型因果效应分析 ............................................................................................. 54

5.6 假设检验结果分析与讨论 ................................................................................. 55

5.6.1 假设研究结果 ............................................................................................... 55

5.6.2 研究结果分析 ............................................................................................... 56

第六章结论与建议 ...................................................................................................... 59

6.1 研究结论 ............................................................................................................. 59

6.2 对策与建议 .......................................................................................................... 59

6.2.1 重视人才储备，充分认识高管团队重要性 .............................................. 59

6.2.2 重视整体实力，增强高管团队战斗力 ....................................................... 60

6.2.3 重视团队激励，增强高管团队凝聚力 ...................................................... 60

6.3 研究局限与展望 ................................................................................................. 61

6.3.1 研究局限 ...................................................................................................... 61

6.3.2 研究展望 ...................................................................................................... 61

参考文献 ........................................................................................................................ 62

附录创业板上市公司制造业企业名单 ...................................................................... 70

在读期间公开发表的论文和承担科研项目及取得成果 ............................................ 76

致谢 .............................................................................................................................. 77

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摘要：

摘要人作为企业的特殊资源，其重要性日益凸显。而作为企业引领者的高管团队，其对企业的发展具有至关重要的作用；高管团队内成员所拥有的知识、能力、经验等人力资本经过整合、协作，形成团队人力资本，一方面为企业的可持续成长发展提供了重要助推力，另一方面，由于不同的高管团队其差异性，形成不同的企业战略决策，从而在企业成长路径选择上会出现差异，导致企业成长性产生不同。研究高管团队人力资本对企业成长性的影响作用，一方面有助于促进高管团队的培育与组建；另一方面有助于指导企业基于高管团队人力资本的视角，提升企业的实力，实现企业的持续成长。基于此，本文在高管团队人力资本和企业成长性相关理论和文献分析的基础上，展开了...

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