内部晋升还是外部聘任?——组织规模与企业补缺路径的选择
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摘要
本文聚焦于企业空职补缺选择悖论的形成机制,力图解释企业如何突破专用性人力资本约束和雇员议价能力的对抗,以实现雇佣关系由封闭向开放的重构机制。研究认为,一方面,企业面临的专用性人力资本约束以及雇主与雇员间的议价能力结构决定了组织中的劳动力市场类型,进而影响了企业在补缺路径上的选择;另一方面,组织规模会显著影响企业中的专业性人力资本约束与议价能力结构,从而使得企业的补缺路径选择随规模的增大呈现非线性变化。
This paper focuses on the formative mechanism of the paradox with regard tochoices made by employers while filling job vacancies. It aims to explain how firms can overcome the constraint of firm-specific human capital and the employees' bargaining power,thus converting employment relationship from closeness to openness. We find that the constraint of firm-specific human capital as well as the bargaining power structure between the employers and employees determines the type of labor market within the organization, thus affecting the choice between internal promotion and external recruitment. On the other hand,the constraint of firm-specific human capital and bargaining power structure between employers and employees varies nonlinearly as the firm size increases.
This paper focuses on the formative mechanism of the paradox with regard tochoices made by employers while filling job vacancies. It aims to explain how firms can overcome the constraint of firm-specific human capital and the employees' bargaining power,thus converting employment relationship from closeness to openness. We find that the constraint of firm-specific human capital as well as the bargaining power structure between the employers and employees determines the type of labor market within the organization, thus affecting the choice between internal promotion and external recruitment. On the other hand,the constraint of firm-specific human capital and bargaining power structure between employers and employees varies nonlinearly as the firm size increases.
引文
拉齐尔,爱德华,2000,《人事管理经济学》,刘昕译,董克用校,北京:生活·读书·新知三联书店。
斯格特,理查德,2002,《组织理论》,黄洋、李霞、申薇、席侃译,邱泽奇校,北京:华夏出版社。
威廉姆森,1987,《交易费用经济学讲座》,《经济工作者学习资料》第50期。
杨伟国、唐璜,2012,《人事管理经济学》,上海:复旦大学出版社。
赵云昌,2004,《人力资本的专用性及其制度设计》,《财贸研究》第1期。
Baker,George,Michael Gibbs & Bengt Holmstrom 1994,“The Internal Economics of the Firm:Evidence from Personnel Data.” Quarterly Journal of Economics 109(4).
Baron,James N.& William T.Bielby 1980,“Bring the Firms Back In:Stratification,Segmentation,and the Organization of Work.” American Sociological Review 45(5).
Becker,Gary S.1975,Human Capital:A Theoretical and Empirical Analysis with Special Reference to Education.New York:Columbia University Press.
Berg,Ivar & Arne L.Kalleberg 2001,Sourcebook of Labor Markets.New York:Kluwer Acad./ Plenum.
Bidwell,Matthew 2013,“What Happened to Long Term Employment?The Role of Worker Power and Environmental Turbulence in Explaining Declines in Worker Tenure.” Organization Science 24(4).
Bidwell,Matthew & J.R.Keller 2014,“With or Without?How Firms Combine Internal and External Labor Markets to Fill Jobs.” Academy of Management Journal 57(4).
Braverman,Harry 1974,Labor and Monopoly Capital.New York:Monthly Review Press.
Cappelli,Peter 1999,The New Deal at Work:Managing the Market-Driven Workforce.Boston:Harvard Business School Press.
—— 2001,“Assessing the Decline of Internal Labor Markets.” In Ivar Berg & Arne.L.Kalleberg (eds.),Sourcebook of Labor Markets.New York:Kluwer Acad./Plenum.
Chan,William 1996,“External Recruitment versus Internal Promotion.” Journal of Labor Economics 14(4).
—— 2006,“External Recruitment and Intrafirm Mobility.” Economic Inquiry 44(1).
Dalton,Dan R.& Idalene F.Kesner 1983,“Inside or Outside Succession and Organizational Size:The Pragmatics of Executive Replacement.” The Academy of Management Journal 26(4).
Davis-Blake,Alison & Brian Uzzi 1993,“Determinants of Employment Externalization:A Study of Temporary Workers and Independent Contractors.” Administrative Science Quarterly 38(2).
Doeringer,Peter B.& Michael J.Piore 1971,Internal Labor Markets and Manpower Analysis.Lexington,MA:D.C.Heath and Company.
Fantasia,Rick & Kim Voss 2004,Hard Work:Rethinking the American Labor Movement.Berkeley/Los Angeles:University of California Press.
Fligstein,Neil & Roberto M.Fernandez 1988,“Worker Power,Firm Power,and the Structure of Labor Markets.” The Sociological Quarterly 29(1).
Hollister,Matissa 2011,“Employment Stability in the U.S.Labor Market:Rhetoric versus Reality.” Annual Reviews of Sociology 37.
Jacoby,Sanford M.2005,The Embedded Corporation:Corporate Governance and Employment Relations in Japan and the United States.Princeton:Princeton University Press.
Kalleberg,Arne L.& Mark E.Van Buren 1996,“Is Bigger Better?Explaining the Relationship between Organizational Size and Job Rewards.” American Sociological Review 61(1).
Kosters,Marvin H.1997,“New Employment Relationships and the Labor Market.” Journal of Labor Research 18(4).
Kristal,Tali 2013,“The Capitalist Machine:Computerization,Workers' Power,and the Decline in Labor's Share within U.S.Industries.” American Sociological Review 78(3).
Lauterbach,Beni,Joseph Vu & Jacob Weisberg 1999,“Internal vs.External Successions and Their Effect on Firm Performance.” Human Relations 52(12).
Masters,John K.& Grant Miles 2002,“Predicting the Use of External Labor Arrangements:A Test of the Transaction Costs Perspective.” The Academyof Journal 45(2).
Naveen,Lalitha 2006,“Organizational Complexity and Succession Planning.” Journal of Financial and Quantitative Analysis 41(3).
Pfeffer,Jeffrey & Yinon Cohen 1984,“Determinants of Internal Labor Markets in Organizations.” Administrative Science Quarterly 29(4).
Piore,Michael & Charles Sabel 1984,The Second Industrial Divide:Possibilities for Prosperity.New York:Basic Books.
Podolny,Joel M.& James N.Baron 1997,“Resources and Relationships:Social Networks and Mobility in the Workplace.” American Sociological Review 62(5).
Prendergast,Canice 1993,“The Role of Promotion in Inducing Specific Human Capital Acquisition.” The Quarterly Journal of Economics 108(2).
Rasell,Edie & Eileen Appelbaum 1997,“Nonstandard Work Arrangements:A Challenge for Workers and Labor Unions.” Social Policy 28(2).
Reinganum,Marc R.1985,“The Effect of Executive Succession on Stockholder Wealth.” Administrative Science Quarterly 30(1).
Royal,Carol & Robert Althauser 2003,“The Labor Markets of Knowledge Workers:Investment Bankers' Careers in the Wake of Corporate Restructuring.” Work and Occupations 30(2).
Srensen,Aage B.& Arne L.Kalleberg 1981,“An Outline of a Theory of the Matching of Persons to Jobs.” In Ivar Berg (ed.),Sociological Perspectives on Labor Markets.New York:Academic Press.
Stewman,Shelby 1986,“Demographic Models of Internal Labor Markets.” Administrative Science Quarterly 31.
Uchitelle,Louis 2006,The Disposable American:Layoffs and Their Consequences.New York:Knopf.
Uzzi,Brian & Zoe I.Barsness 1998,“Contingent Employment in British Establishments:Organizational Determinants of the Use of Fixed-Term Hires and Part-time Workers.” Social Forces 76(3).
Villemez,Wayne J.& William P.Bridges 1988,“When Bigger Is Better:Differences in the Individual-Level Effect of Firm and Establishment Size.” American Sociological Review 53(2).
Williamson,Oliver E.,Michael L.Wachter & Jeffrey E.Harris 1975,“Understanding the Employment Relation:The Analysis of Idiosyncratic Exchange.” Bell Journal of Economics 6(1).
Zhao,Wei & Xueguang Zhou 2004,“Chinese Organizations in Transition:Changing Promotion Patterns in the Reform Era.” Organization Science 15(2).
(1)尽管这一数据是追踪调查数据,但2012年与2013年的数据之间并不是追踪关系,因此本文所使用的数据依然是截面数据。
(2)感谢匿名评审专家在控制变量选择方面的建议。
(3)贝克尔(Gary Becker)将企业的人力资本区分为专用性人力资本和通用性人力资本两种类型。他指出雇主对员工培训的投入通常仅限于企业专用性人力资本的培训,而不会为通用性人力资本支付费用。
(4)限于篇幅,如果企业年增加额、所属行业等控制变量无特殊意义,便不在模型中给出,感兴趣的读者可以直接向作者索取(邮箱:shilei2014@ruc.edu.cn)。
斯格特,理查德,2002,《组织理论》,黄洋、李霞、申薇、席侃译,邱泽奇校,北京:华夏出版社。
威廉姆森,1987,《交易费用经济学讲座》,《经济工作者学习资料》第50期。
杨伟国、唐璜,2012,《人事管理经济学》,上海:复旦大学出版社。
赵云昌,2004,《人力资本的专用性及其制度设计》,《财贸研究》第1期。
Baker,George,Michael Gibbs & Bengt Holmstrom 1994,“The Internal Economics of the Firm:Evidence from Personnel Data.” Quarterly Journal of Economics 109(4).
Baron,James N.& William T.Bielby 1980,“Bring the Firms Back In:Stratification,Segmentation,and the Organization of Work.” American Sociological Review 45(5).
Becker,Gary S.1975,Human Capital:A Theoretical and Empirical Analysis with Special Reference to Education.New York:Columbia University Press.
Berg,Ivar & Arne L.Kalleberg 2001,Sourcebook of Labor Markets.New York:Kluwer Acad./ Plenum.
Bidwell,Matthew 2013,“What Happened to Long Term Employment?The Role of Worker Power and Environmental Turbulence in Explaining Declines in Worker Tenure.” Organization Science 24(4).
Bidwell,Matthew & J.R.Keller 2014,“With or Without?How Firms Combine Internal and External Labor Markets to Fill Jobs.” Academy of Management Journal 57(4).
Braverman,Harry 1974,Labor and Monopoly Capital.New York:Monthly Review Press.
Cappelli,Peter 1999,The New Deal at Work:Managing the Market-Driven Workforce.Boston:Harvard Business School Press.
—— 2001,“Assessing the Decline of Internal Labor Markets.” In Ivar Berg & Arne.L.Kalleberg (eds.),Sourcebook of Labor Markets.New York:Kluwer Acad./Plenum.
Chan,William 1996,“External Recruitment versus Internal Promotion.” Journal of Labor Economics 14(4).
—— 2006,“External Recruitment and Intrafirm Mobility.” Economic Inquiry 44(1).
Dalton,Dan R.& Idalene F.Kesner 1983,“Inside or Outside Succession and Organizational Size:The Pragmatics of Executive Replacement.” The Academy of Management Journal 26(4).
Davis-Blake,Alison & Brian Uzzi 1993,“Determinants of Employment Externalization:A Study of Temporary Workers and Independent Contractors.” Administrative Science Quarterly 38(2).
Doeringer,Peter B.& Michael J.Piore 1971,Internal Labor Markets and Manpower Analysis.Lexington,MA:D.C.Heath and Company.
Fantasia,Rick & Kim Voss 2004,Hard Work:Rethinking the American Labor Movement.Berkeley/Los Angeles:University of California Press.
Fligstein,Neil & Roberto M.Fernandez 1988,“Worker Power,Firm Power,and the Structure of Labor Markets.” The Sociological Quarterly 29(1).
Hollister,Matissa 2011,“Employment Stability in the U.S.Labor Market:Rhetoric versus Reality.” Annual Reviews of Sociology 37.
Jacoby,Sanford M.2005,The Embedded Corporation:Corporate Governance and Employment Relations in Japan and the United States.Princeton:Princeton University Press.
Kalleberg,Arne L.& Mark E.Van Buren 1996,“Is Bigger Better?Explaining the Relationship between Organizational Size and Job Rewards.” American Sociological Review 61(1).
Kosters,Marvin H.1997,“New Employment Relationships and the Labor Market.” Journal of Labor Research 18(4).
Kristal,Tali 2013,“The Capitalist Machine:Computerization,Workers' Power,and the Decline in Labor's Share within U.S.Industries.” American Sociological Review 78(3).
Lauterbach,Beni,Joseph Vu & Jacob Weisberg 1999,“Internal vs.External Successions and Their Effect on Firm Performance.” Human Relations 52(12).
Masters,John K.& Grant Miles 2002,“Predicting the Use of External Labor Arrangements:A Test of the Transaction Costs Perspective.” The Academyof Journal 45(2).
Naveen,Lalitha 2006,“Organizational Complexity and Succession Planning.” Journal of Financial and Quantitative Analysis 41(3).
Pfeffer,Jeffrey & Yinon Cohen 1984,“Determinants of Internal Labor Markets in Organizations.” Administrative Science Quarterly 29(4).
Piore,Michael & Charles Sabel 1984,The Second Industrial Divide:Possibilities for Prosperity.New York:Basic Books.
Podolny,Joel M.& James N.Baron 1997,“Resources and Relationships:Social Networks and Mobility in the Workplace.” American Sociological Review 62(5).
Prendergast,Canice 1993,“The Role of Promotion in Inducing Specific Human Capital Acquisition.” The Quarterly Journal of Economics 108(2).
Rasell,Edie & Eileen Appelbaum 1997,“Nonstandard Work Arrangements:A Challenge for Workers and Labor Unions.” Social Policy 28(2).
Reinganum,Marc R.1985,“The Effect of Executive Succession on Stockholder Wealth.” Administrative Science Quarterly 30(1).
Royal,Carol & Robert Althauser 2003,“The Labor Markets of Knowledge Workers:Investment Bankers' Careers in the Wake of Corporate Restructuring.” Work and Occupations 30(2).
Srensen,Aage B.& Arne L.Kalleberg 1981,“An Outline of a Theory of the Matching of Persons to Jobs.” In Ivar Berg (ed.),Sociological Perspectives on Labor Markets.New York:Academic Press.
Stewman,Shelby 1986,“Demographic Models of Internal Labor Markets.” Administrative Science Quarterly 31.
Uchitelle,Louis 2006,The Disposable American:Layoffs and Their Consequences.New York:Knopf.
Uzzi,Brian & Zoe I.Barsness 1998,“Contingent Employment in British Establishments:Organizational Determinants of the Use of Fixed-Term Hires and Part-time Workers.” Social Forces 76(3).
Villemez,Wayne J.& William P.Bridges 1988,“When Bigger Is Better:Differences in the Individual-Level Effect of Firm and Establishment Size.” American Sociological Review 53(2).
Williamson,Oliver E.,Michael L.Wachter & Jeffrey E.Harris 1975,“Understanding the Employment Relation:The Analysis of Idiosyncratic Exchange.” Bell Journal of Economics 6(1).
Zhao,Wei & Xueguang Zhou 2004,“Chinese Organizations in Transition:Changing Promotion Patterns in the Reform Era.” Organization Science 15(2).
(1)尽管这一数据是追踪调查数据,但2012年与2013年的数据之间并不是追踪关系,因此本文所使用的数据依然是截面数据。
(2)感谢匿名评审专家在控制变量选择方面的建议。
(3)贝克尔(Gary Becker)将企业的人力资本区分为专用性人力资本和通用性人力资本两种类型。他指出雇主对员工培训的投入通常仅限于企业专用性人力资本的培训,而不会为通用性人力资本支付费用。
(4)限于篇幅,如果企业年增加额、所属行业等控制变量无特殊意义,便不在模型中给出,感兴趣的读者可以直接向作者索取(邮箱:shilei2014@ruc.edu.cn)。