职务成果赋权改革、人力资本与高校创新绩效——创新实验区的证据

Job Achievement Empowerment Reform,Human Capital and University Innovation Performance:Evidence from the Innovation Experimental Areas

选取2010—2020年八大创新试验区高校样本,构建倾向得分匹配-双重差分模型,检验了职务成果赋权改革对高校创新绩效的直接效应及人力资本的中介效应。结果发现,职务成果赋权改革显著提升高校成果产出、转化与创新绩效,人力资本规模、中青年与高层次人力资本结构是显著的中介变量。异质性分析表明,东、中、西部高校职务成果赋权改革的直接效应与人力资本规模的中介效应依次增强,但中青年与高层次人力资本结构的中介效应依次减弱。以上结论为识别高校创新的影响因子、赋权改革的作用机制提供了丰富证据,拓展了现代产权理论、人力资本理论、激励与创新理论的研究视域。

This paper selects a sample consisting of the universities in eight innovation pilot zones from 2010 to 2020 and constructs the propensity score matching-double difference model to test the direct effect of job achievement empowerment reform on university innovation performance and the intermediary effect of human capital.The results find that the job empowerment reform significantly improves the output,transformation and innovation performance of universities,the human capital scale,young and middle-aged and high-level human capital structure are the significant intermediary variables.Furthermore,the heterogeneity analysis shows that the direct effect of job empowerment reform and the intermediary effect of human capital scale in the eastern,central and western universities enhance gradually,but the intermediary effect of young and middle-aged and high-level human capital structure diminish gradually.The above conclusions provide us with rich evidences on identifying influencing factors of university innovation and action mechanism of empowerment reform,expands the research horizon of modern property rights theory,human capital theory,incentive and innovation theory.