东部高管如何促进西部企业创新：高阶理论和知识转移的双重视角

The economy of the west region of China has substantially fallen behind the east region because of the constraints of economical political and cultural factors, which hinders western people’s pursuit of a better life. The development of the western region mainly depends on the innovation of micro-enterprises to boost the internal dynamism of economic development, while the executives are the decisive force of enterprise innovation. Therefore, the western enterprises are investing heavily to attract high-level talents. However, the effects are limited. This creates a difficult problem which needs to be urgently solved, that is: why the western enterprises grow so many buttonwoods, but can’t attract the new Phoenix?.This project examines the impact of the “eastern executives” on the innovation of western enterprises from the double perspective of upper echelon and knowledge transfer. First, we empirically examine the causal link between the eastern experiences of executives and the innovation of western enterprises by using large sample panel data. Then, we test the moderate effects of the demographic characteristics, the heterogeneity of eastern executives and the “old team”, and the organizational support. Second, under the condition of a quasi-natural experiment, we investigate the relationship between knowledge transfer of the eastern executives and the innovation of western enterprises. Third, we explore the driving mode of brain gain from the east region to the west. Our initial expectation is that eastern executives can have a “catfish effect” on the innovation of western enterprises. Nevertheless, not all “foreign monks” behave better, which also depends on a series of individual and organizational constraints..The results of this project will provide a scientific basis for the brain gain policy in the west region.

经济、政治、文化等因素的制约使西部经济大幅落后于东部，阻碍了西部人民对美好生活的追求。西部发展主要依靠企业创新带来的内生发展动力，而高管是企业创新的决定性力量。因此，西部企业一直不惜重金引进东部高管人才，然而效果有限。这产生了一个亟待解决的问题：为何西部企业“广植梧桐树”，却难以吸引“新凤凰”？ .本项目从高阶理论和知识转移的双重视角考察东部高管对西部企业创新的影响：第一，使用大样本数据实证考察高管东部经历与西部企业创新的因果关系，并检验高阶特征、东部高管与“老班子”的异质性和组织支持的调节作用；第二，在准自然实验情境下，考察东部高管知识转移如何影响西部企业创新；第三，通过案例研究探索东部高管西部流动的驱动模式。我们初步预期，东部高管能对西部企业创新产生“鲶鱼效应”，但并非“外来和尚”就一定能念好经，这还取决于个人和组织层面的一系列约束条件。.研究结果为西部引进高层次人才提供科学依据。

人才是社会经济发展的第一动能，是国家治理现代化的基石。当前我国艰苦边远地区和基层一线人才匮乏问题仍很突出，难以适应促进区域协调发展的目标要求。本项目考察人才引进政策如何促进企业创新，并最终实现西部地区经济高质量发展。从总体上，项目发现人才引进政策对企业创新的作用受到西部地方经济发展水平和人力资本存量等要素禀赋的影响。地方经济发展水平和人力资本存量的提高可以显著促进人才引进政策对企业创新的正向影响。此外，长期人才政策比短期政策更能显著促进创新。最后，政府在欠发达地区人才政策有效落地的关键是为人才提供“舞台”和发展空间而非仅仅采用物质和金钱激励。在此基础上，项目从高阶理论的视角着重考察了人才的东部经历对企业创新的影响，发现高管的东部工作经历有助于企业创新投入和产出的显著提升。另外，项目还考察了内部组织支持及外部制度变革和环境如何调节人才与企业创新之间的关系。首先，企业对人才的内部组织支持主要体现在员工满意度上，随着员工满意度的提高，员工的创新效率和企业全要素生产率均显著提高、违约风险则显著下降，这均有助于企业创新。其次，外部制度变革，如社保制度改革和资本市场改革均对人才作用的发挥产生影响。《社会保险法》的实施显著降低了企业的避税和违约行为，从而有利于企业增加在风险较大创新项目的投资，促进企业创新；放松卖空管制也使企业创新数量和创新质量都有显著提高。最后，西部交通基础设施建设使西部企业与其他经济参与者之间时空距离的缩短，从而提高了企业的投资效率，进而促进了企业创新。项目的意义表现在：（1）丰富和扩展了组织行为学领域在高阶理论视角下的相关研究，并提供了来自中国的经验证据；（2）辨识了人才引进政策与企业创新之间的因果关系，扩展了公司金融领域有关人才引进与企业绩效的研究；（3）为西部各级政府和其他艰苦边远地区在高层次人才引进、用人制度建设等方面的决策提供了科学依据。