储备性招募、企业创新与雇员流失的负面效应

依据2007-2015年中国A股4364个上市公司样本数据,运用稳健的OLS方法检验了雇员流失对企业未来经营绩效的负面效应,分析了企业以往进行储备性招募在当期造成的超额雇员,以及企业促进创新导致的技术进步、组织改善和制度变迁对雇员流失负面效应的影响。研究发现:雇员流失的负面效应是显著的;企业以往进行储备性招募在当期造成的超额雇员,并不能显著缓解雇员流失对企业未来经营绩效的负面效应;而企业促进创新带来的技术进步、组织改善和制度变迁,却能显著缓解雇员流失对企业未来经营绩效的负面效应。最后,针对人力资源管理实践者提出了差别应对雇员流失问题、科学制定和实施人才储备战略以及积极实施企业层面的创新驱动战略等对策建议。

Based on the data of 4364 Chinese A-share listed companies from 2007 to 2015, the study uses the robust OI_S method to test the negative effects of employee turnover on the future performance of the enterprise, and analyzes the excessive staff caused by reserve recruitment as well as the negative effects of technological progress, organizational improvement and in- stitutional change caused by innovation on employee turnover. The results show that the negative effects of employee turnover are significant, and the excessive staff caused by reserve recruitment can＇t significantly ease the negative effects of employee turnover on the future performance, but the technological progress, organizational improvement and institutional change caused by innovation can alleviate the negative effects between them. This paper puts forward the countermeasures for the human resource management practitioners to copy with the problem of employee turnover in different ways, to for- mulate and implement the strategy of talents reserve scientifically, and to implement the innovation driven strategy of en- terprise level actively.