绩效激励对企业全要素生产率的影响效应——基于“中国企业-劳动力匹配调查”数据的实证研究

Performance Incentives and Total Factor Productivity: Empirical Studies Based on the “China Employer-Employee Survey”

全要素生产率的增长,一直以来就是国内外经济学界重点关注的研究领域。本文选择对人力资本进行激励这一微观视角,基于"中国企业-劳动力匹配调查(CEES)"数据,就绩效激励对于企业全要素生产率的影响效应进行实证研究。基准回归结果表明,在其他条件不变的前提下,企业的绩效激励程度平均提高10%,全要素生产率平均提高提升0. 46%-1. 2%。这表明,绩效激励水平的提升是促进现阶段中国企业全要素生产率持续增长的重要手段。进一步的回归发现,企业的开放性程度、配置水平显著影响绩效激励对全要素生产率的促进效应。因此,本文建议企业在注重激励的同时,也须加强对交流环境和相应设施的改善。

The growth of Total Factor Productivity （TFP） is one of the important perspective of the field of economics. This paper selects a micro-perspective on human capital and is based on the ＂ China Empolyer-Empolyee Survey＂ （CEES）. We conducted an empirical study of the effect of performance incentives on firms＇ performance of TFP. The benchmark regression result shows that performance incentives increased by an average of 10%, and TFP increased by an average of 0.46% to 1.2% when the others factor have been controlled. Therefore, the improvement of the performance incentive is an important way to promote the growth of TFP. Further research found that the degree of openness and configuration of the firm significantly affected the promotion effect of performance incentives on TFP. Therefore, this paper suggests that firms should also focus the ability of exchanging information from the outside environment and corresponding facilities while focusing on incentives.