高管激励及人力资本特征对企业经营绩效影响研究 - 以中国信息技术服务业上市公司为例 = Study on the Impact of Executive Incentives and Human Capital Characteristics on Corporate Operational Performance - A Case Study of Listed Companies in China's Information Technology Services Industry -

다국어 초록 (Multilingual Abstract)

在近期经济环境的剧烈变化中, 中国信息技术(IT)服务行业的企业正在重新调整管理层 的人力资本特征和激励机制, 以最大化经营绩效。本研究基于2017至2022年的数据, 深入 分析了中国IT服务行业上市公司的高管激励(包括薪酬和股票期权)及其人力资本特征(如 平均年龄、教育水平、性别比例)对企业绩效的影响。研究结果表明, 具有较高教育水平 和较长任期的管理层, 尤其是那些通过股权激励而非纯薪酬激励的高管, 更能有效地推动 公司的长期发展和市场扩张。并且管理层的平均年龄和教育水平较高的公司表现出更佳 的经营绩效。这表明, 在复杂的激励机制中, 高教育水平的高管更能够理解并利用这些机 制来促进技术创新和业务扩展。此外, 虽然女性管理层的比例增加并未显著改变激励的总 体效果, 这一发现促使企业和政策制定者需更细致地考虑性别平等与激励策略的设计。 本研究强调了在设计激励机制时考虑高管的人力资本特征的重要性, 特别是在不稳定的 全球经济环境中, 精细化的激励策略不仅可以显著提升企业的竞争力和市场表现, 还可以有 效制定出更具针对性的政策来支持企业通过合理的激励机制吸引和保留关键人才。 本研究的主要贡献在于揭示了高管激励机制在信息技术服务业中的具体应用及其对企 业国际化的潜在推动作用, 这一发现不仅丰富了高管激励理论的实证研究, 也为企业管理 实践提供了有价值的参考。尤其是在全球市场竞争日益激烈的今天, 中国企业更需通过 科学的激励机制设计, 吸引和保持高素质管理人才, 以促进企业的国际化战略实施。因此, 本研究通过实证揭示了中国IT服务行业的人力资本管理战略对企业绩效的影响, 为未来 企业的人事战略和管理层构成提供了有意义的启示。

다국어 초록 (Multilingual Abstract)

In the recent volatile economic environment, enterprises in the Chinese Information Technology (IT) services sector are reevaluating the human capital characteristics and incentive mechanisms of their management teams to maximize operational performance. This study, based on data from 2017 to 2022, analyzes the impact of the incentives (salary and stock options) and human capital characteristics (average age, education level, gender ratio) of the management teams of listed companies in China's IT services industry on business performance.
The findings reveal that companies with older and more educated management teams perform better, particularly when stock option incentives rather than salary incentives are provided to highly educated managers. However, no significant correlation was found between the proportion of female managers and the effectiveness of incentives. These results suggest that considering the quality attributes of human capital when designing and implementing incentive mechanisms can lead to actual performance improvements. Thus, this study empirically unveils the impact of human capital management strategies in China's IT services industry on business performance, providing meaningful insights for future corporate personnel strategies and management composition. This is particularly indicative of the positive impact that tailored incentives based on management characteristics can have on operational performance in highly specialized industries. The outcomes of this study serve as an important reference for corporations developing more systematic and strategic incentive systems.

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