合作社职业经理人形成机制、决策行为与政策优化研究

The increasing complexity of farmer cooperatives management calls for professional managers. However, qualified managers are still difficult to come by due to the shallow talent pool in rural society—albeit the abundance of traditional small farmers, unattractive rural locations, and relatively non-competitive salaries. A critical challenge for the healthy development of farmer cooperatives thus is how to grow, build and retain a team of professional managers. To tackle this pressing issue, we take Sichuan Province as the case study area and plan to conduct a qualitative and quantitative survey on sampled farmer cooperatives and their managers across the whole province. The three essential research questions of this research are: 1) what drives the current professional managers to work in the cooperatives? We will analyze the motivations and the influencing factors of managers with various profiles and background, including large family farmers, village leaders, returned migrant workers, and college students, mainly based on the survey data from both macro and micro perspectives. 2) how do the decision behaviors of professional managers influence the operating efficiency of cooperatives? And what are the influencing factors behind the behaviors of the managers? We are going to use the Achievement Motive Theory and econometrician models to examine the differences in decision behaviors of professional managers and their influencing factors. 3) how to design optimized policies to promote the development of professional managers for cooperatives? We are going to put forward sensible policy suggestions based on the above research. With cutting-edge methods, we expect this study to shed light on the development of professional managers for cooperatives from both theoretical and policy perspectives.

日益复杂化的农业经营形势对合作社的管理工作提出了更高的要求，引入职业经理人制度成为必然趋势。然而在农村管理人才缺乏以及合作社地缘、薪酬不具有吸引力的现实背景下，如何建设和发展这支队伍？本研究以四川为例，基于农民合作社以及职业经理人的实地调查数据，在分析和评价不同群体（主要为种养大户、村干部、返乡农民工、大学生）进入合作社从业的动机和重要诱因基础上，从宏、微观角度分别考察合作社职业经理人队伍的形成机制；结合成就动机理论和合作社治理特征，采用计量经济模型分析职业经理人决策行为差异及其影响因素，并进一步验证和分析职业经理人的决策行为对合作社经营效率的影响效应及途径，最后提出促进合作社职业经理人发展的政策建议。本项目研究既能从理论方面对职业经理人制度在合作社的引入和发展有所贡献，对政策也可提出有针对性的建议，处于理论和实践前沿。

摘要：农业职业经理人是近年来在我国农村发展起来的一支高素质人才队伍，其在缓解“谁来种田、如何种田、如何经营”等方面发挥着越来越重要的作用。与企业职业经理人相比，农业职业经理人面临着工作环境复杂、地理位置偏远、给付薪酬低等困境，还承担着从业组织各项高难度管理任务，那么这支队伍是如何形成的？另据观察，职业经理人的经营业绩也存在很大差异，究竟是个人原因还是所在组织原因导致的，如何促进农业职业经理人与所在组织之间的有机融合？.鉴于此，本课题在分析和评价不同群体进入合作社从业的动机和重要诱因基础上，考察职业经理人队伍形成的微观机制，分析权力、利益等关键制度对经理人决策行为的影响，并进一步分析经理人面临的压力及对合作社绩效的影响，以期为我国农民合作社创新发展提供前瞻性的理论和制度探索。课题组在四川先后进行了四次实地调查，回收问卷1599份，其中，农业职业经理人911份、合作社领导人688份，开发农业职业经理人及合作社发展典型案例10个。.本课题形成的重要结论：（1）农业职业经理人总体上表现出文化程度高、市场意识强、工作精力旺、从业意愿强烈等特点，从业动机明显倾向于成就实现型和发展机会型。（2）职业经理人在组织中的话语权越大、组织基建越完善、经营产业的盈利能力越强，经理人的创业创新的意愿越强、程度越深。（3）农业职业经理人在产业组织中拥有的四个权力从高到低依次是：所有制权力、组织权力、声誉权力和专家权力；权力大小与是否入股合作社这两个关键制度会显著正向影响经理人所在组织的绩效。（4）合作社负责人自身的认知和判断是合作社聘用职业经理人的关键；聘用经理人对合作社的绩效具有显著的提升效应，土地规模较大、成员数量较多的合作社绩效提升更明显。（5）农业职业经理人的工作负荷、职业发展等挑战性压力有助于合作社绩效的提升，而角色冲突等阻碍性压力则会降低合作社的绩效。