Inter-organizationalTalent Flow from The Perspective of Social Networks: Related Concept,Integration Model and Research Prospects
Sun Bo1,Liu Shanshi2,Jiang Junhui2
(1.School of Economics and Management Administration，South China Normal University,Guangzhou 510006，China;2.School of Business Administration，South China University of Technology,Guagnzhou 510640，China)
孙博,刘善仕,姜军辉. 社会网络视角下组织间人才流动研究：相关概念、整合框架与未来展望[J]. 科技进步与对策, 2020, 37(12): 154-160.
Sun Bo,Liu Shanshi,Jiang Junhui. Inter-organizationalTalent Flow from The Perspective of Social Networks: Related Concept,Integration Model and Research Prospects. SCIENCE & TECHNOLOGY PROGRESS AND POLICY, 2020, 37(12): 154-160.
[1] 舒成利,辜孟蕾.知识溢出创业理论: 评述与未来研究方向[J].科技进步与对策,2019,36(5): 154-160.[2] MAWDSLEY J K,SOMAYA D.Employee mobility and organizational outcomes: an integrative conceptual framework and research agenda[J].Journal of Management,2016,42(1): 85-113.[3] 刘善仕,孙博,葛淳棉,等.组织人力资源大数据研究框架与文献述评[J].管理学报,2018,15(7): 1098-1106.[4] DOKKO G,ROSENKOPF L.Social capital for hire? mobility of technical professionals and firm influence in wireless standards committees[J].Organization Science,2010,21(3): 677-695.[5] GODART F C,SHIPILOV A V,CLAES K.Making the most of the revolving door: the impact of outward personnel mobility networks on organizational creativity[J].Organization Science,2014,25(2): 377-400.[6] SHIPILOV A,GODART F C,CLEMENT J.Which boundaries? how mobility networks across countries and status groups affect the creative performance of organizations [J].Strategic Management Journal,2017,38(6): 1232-1252.[7] 刘善仕, 孙博,葛淳棉,等.人力资本社会网络与企业创新——基于在线简历数据的实证研究[J].管理世界,2017 (7): 88-98.[8] 孙博,刘善仕,姜军辉,等.企业融资约束与创新绩效: 人力资本社会网络的视角[J].中国管理科学,2019,27(4): 179-189.[9] 袁庆宏,王春艳.员工离职引发知识反向流动机制研究——基于社会资本理论视角[J].科学学与科学技术管理,2012,33(5): 71-77.[10] 罗瑾琏,徐振亭,钟竞.个体创造力的跨层次影响因素: 个体目标取向与团队自省[J].科技进步与对策,2016,33(4): 138-143.[11] TEECE D J.Profiting from technological innovation: implications for integration,collaboration,licensing and public policy [J].Research Policy,1986,15(6): 285-305.[12] 刘利军,蒋祖华,李心雨.经验类隐性知识多阶隐性特征分析与演变模型构建[J].科技进步与对策,2018,35(14): 135-141.[13] 倪嘉成,李华晶,林汉川.人力资本、知识转移绩效与创业企业成长——基于互联网情境的跨案例研究[J].研究与发展管理,2018,30(1): 47-59.[14] METHOT J R,ROSADO-SOLOMON E H,ALLEN D G.The network architecture of human captial: a relational identity perspective[J].Academy of Management Review,2018,43(4): 723-748.[15] KLEIN K J,LIM B C,SALTZ J L,et al.How do they get there? an examination of the antecedents of centrality in team networks [J].Academy of Management Journal,2004,47(6): 952-963.[16] KOKA B R,MADHAVAN R,PRESCOTT J E.The evolution of interfirm networks: environmental effects on patterns of network change [J].Academy of Management Review,2006,31(3): 721-737.[17] DESS G G,SHAW J D.Voluntary turnover,social capital,and organizational performance [J].Academy of Management Review,2001,26(3): 446-456.[18] BARON J N,HANNAN M T,BURTON M D.Labor pains : change in organizational models and employee turnover in young,high-tech firms[J].American Journal of Sociology,2001,106(4):960-1012.[19] WAGNER W G,PFEFFER J,O'REILLY III C A.Organizational demography and turnover in top-management group[J].Administrative Science Quarterly,1984: 74-92.[20] 卫旭华,刘咏梅,车小玲.中国上市企业高管离职影响因素的跨层研究[J].管理科学,2013(6):71-82.[21] 李召敏,韩小芳,赵曙明.民营企业雇佣关系模式关键影响因素的多案例研究[J].管理科学,2017,30(5):123-139.[22] 翁清雄,王婷婷,吴松,等.情感型领导:量表开发及与员工离职倾向和建言行为的关系[J].外国经济与管理,2016,38(12):74-90.[23] 张龙,刘洪.高管团队中垂直对人口特征差异对高管离职的影响[J].管理世界,2009(4): 108-118.[24] 张行.CEO离职与公司继任决策研究: 基于董事会结构特征的实证分析[J].科研管理,2018,39(1): 108-118.[25] HAMBRICK D C,MASON P A.Upper echelons: the organization as a reflection of its top managers [J].Academy Of Management Review,1984,9(2): 193-206.[26] 尹苗苗,王晶,彭建娟,等.新企业市场进入的前因、过程及后果:一个整合框架[J].外国经济与管理,2019,41(1): 45-56.[27] GAO G Y，ZHOU K Z，C K YIM.On what should firms focus in transitional economies? a study of the contingent value of strategic orientations in China[J].International Journal of Research in Marketing，2007，24(1):3-15.[28] 张妍,魏江.战略导向国内外研究述评与未来展望[J].中国科技论坛,2014(11): 139-143.[29] ZHOU K Z，C K YIM，D K TSE.The effects of strategic orientations on technology and market-based breakthrough innovations[J].Journal of Marketing，2005，69(2):42- 60.[30] GATIGNON H,XUEREB J M.Strategic orientation of the firm and new product performance[J].Journal of marketing research,1997,34(1): 77-90.[31] WRIGHT P M,BOSWELL W R.Desegregating HRM: a review and synthesis of micro and macro human resource management research[J].Journal of management,2002,28(3): 247-276.[32] 刘善仕,彭娟.引进与创新:中国企业人力资源管理系统的演进[M].广州：华南理工大学出版社,2013.[33] BRASS D J,GALASKIEWICZ J,GREVE H R,et al.Taking stock of networks and organizations: a multilevel perspective [J].Academy Of Management Journal,2004,47(6): 795-817.[34] WENG Q,MCELROY J C.HR environment and regional attraction: an empirical study of industrial clusters in China[J].Australian Journal of Management,2010,35(3): 245-263.[35] 李婧,产海兰.中国R&D人员流动的空间分布及其影响因素分析[J].研究与发展管理,2018,30(4):99-109.[36] PLOYHART R E,NYBERG A J,REILLY G,et al.Human capital is dead; long live human capital resources[J].Journal of Management,2014,40(2): 371-398.[37] 孙博,刘善仕.人才流动、多元化经营与企业绩效:基于社会网络视角的实证研究[J].中国人力资源开发,2018,35(10): 147-157.[38] AMIT R,SCHOEMAKER P J.Strategic assets and organizational rent[J].Strategic Management Journal,1993,14(1): 33-46.[39] 樊纲,王小鲁,马光荣.中国市场化进程对经济增长的贡献[J].经济研究,2011,46(9):4-16.[40] 何德旭,周中胜.民营企业的政治联系 劳动雇佣与公司价值[J].数量经济技术经济研究,2011,28(9): 47-60.[41] 魏江,应瑛,刘洋.研发活动地理分散性、技术多样性与创新绩效[J].科学学研究,2013,31(5): 772-779.
