摘要
高科技员工由于工作经验和相关知识的积累,往往具备较高的创业素质,其离职创业行为应该成为研究重点。本文引入社会学嵌入性研究视角,通过归纳和分析已有的科技员工离职和创业研究成果,建立了基于工作嵌入的高科技员工离职创业概念模型。在此基础上,本文运用博弈论模型具体分析基于工作嵌入所形成的人力资本、社会资本与离职员工创业收益的关系,进而揭示工作嵌入因素如何影响高科技员工离职创业决策的形成。
经过研究分析,本文指出工作经验、知识转移、员工网络位置以及企业激励是衡量高科技员工工作内嵌入性的重要因素,结构资本、关系资本和认知资本是评价工作外嵌入性的主要维度。一方面,丰富的工作经验、有效的知识转移、中心化的网络位置和良好的激励措施有利于高质量的人力资本的形成。另一方面,当高科技员工的结构资本越充足,关系资本越密切,认知资本越一致,他们所拥有的社会资本越丰富。同时,工作内嵌入所形成的人力资本与工作外嵌入所构成的社会资本和高科技员工离职创业的预期收益成正比。人力资本与社会资本越高,员工离职创业几率将越高。
在论文第五部分,本文通过案例研究进一步验证了相关结论。最后,本文在微观上为高科技企业防范核心人才的流失提供了员工培训制度、薪酬体系等方面的改进意见;同时,本文在宏观上为相关政府部门规范高科技员工的流动与创业提出了财税优惠、知识产权保护等多方面的政策建议。
Hi-tech employees always possess high entrepreneurial qualities, owing to accumulation of job experience and knowledge. So their turnover and entrepreneurship should be an emphasis of our research. This paper introduces a perspective of embeddedness and establishes conceptual model of turnover and startup of hi-tech employees. Then, it builds up a model with Game Theory to analyze the relationship between human or social capital and employees’income. Moreover, it reveals how the factors basing on job embeddedness influence employees’decisions to quit their job and create new enterprises.
Through summarizing and analyzing, this paper indicates that human capital basing on on-the-job embeddedness depends on the factors which consist of work experience, knowledge capital, network location and inspiration to employees, and social capital basing on off-the-job embeddedness relies on those factors that are composed of structural capital, relational capital and cognitive capital. On the one hand, abundant work experience, efficient knowledge transfer, central place on the network and proper inspirational ways are benefit for formation of high quality of human capital. On the other hand, if their structural capital is greater, relational capital is closer, and cognitive capital is more consistent, hi-tech employees would have more abundant social capital.
In section 5, this paper uses the case study to confirm the conclusions, and it gets the same results as the above conclusions. At last, the paper provides hi-tech enterprises with suggestions in some ways including employees’training and salary system to prevent loss of core personnel, and give governments the many advices such as tax concessions and protection of intellectual property rights to manage mobility of employees and increase success rate of entrepreneurship.
引文
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