摘要
文章通过匹配2011—2020年北京大学数字普惠金融指数与非金融上市公司数据来验证数字普惠金融与企业创新之间的关系。利用Herfindal-Hirschman指数法构建高管团队异质性指标,并讨论其在驱动企业创新过程中发挥的作用机制。结果表明:数字金融及其三个维度均会显著提高企业创新水平,而高管团队年龄、性别、教育背景以及职业背景方面的异质性对该作用的影响呈现差异性。其中,年龄和职业背景异质性具有正向调节作用,而性别和教育背景异质性具有负向调节作用,稳健性检验进一步验证了结论。
This paper verifies the relationship between digital inclusive finance and enterprise innovation by matching the Peking University Digital Inclusive Finance Index and data of non-financial listed company from 2011 to 2020. The paper also uses the Herfindal-Hirschman index method to construct the index of executive team heterogeneity, and discusses its mechanism in driving enterprise innovation. The results show that digital finance and its three dimensions significantly improve the level of enterprise innovation, but the heterogeneity of age, gender, educational background and professional background of executive team has different impact on this effect. Among them, the heterogeneity of age and professional background has a positive moderating effect, while the heterogeneity of gender and educational background has a negative moderating effect, and the test for robustness further verifies the conclusion.
作者
李秀萍
付兵涛
郭进
Li Xiuping;Fu Bingtao;Guo Jin(School of Economics,Shandong Normal University,Jinan 250014,China;Strategic Planning Department,Agricultural Bank of China,Beijing 100005,China;School of Business,Nanjing Normal University,Nanjing 210023,China)
出处
《统计与决策》
CSSCI
北大核心
2022年第7期161-165,共5页
Statistics & Decision
基金
国家社会科学基金资助项目(19BJY049)
山东省社会科学规划研究项目(21DGLJ23)
山东省重点研发计划(软科学项目)(2020RKB01059)。
关键词
数字金融
高管团队异质性
企业创新
调节效应
digital finance
heterogeneity of executive team
enterprise innovation
moderating effect
