内部流动形态如何影响人力资本增值?

How Do the Internal Mobility Patterns Affect Human Capital Appreciation?

现有文献对于内部流动与员工人力资本增值之间关系尚未形成全面的理解,如何刻画内部流动异质性形态并考察其不同的人力资本增值效应或是未来研究的重点。通过跟踪国内某大型高科技企业的内部流动实践,本文结合纵向案例研究识别出内部流动的异质性形态并揭示其影响人力资本增值的作用机理。研究发现:(1)岗位职能异质性和团队角色核心性组合构成了边缘延续型、边缘发散型、核心拓展型和核心重构型四种形态。(2)个体经历上述形态时将分别引发迁移式、重置式、拓展式及重构式学习适应过程。(3)迁移式学习仅能使员工实现知识维持并出现人力资本停滞;重置式学习导致员工知识中断并发生人力资本贬值;拓展式学习、重构式学习分别有助于员工知识更新、知识突破,并实现人力资本增值。(4)作为重要的适应过程助力,非正式关系和先备知识在上述适应过程中发挥着积极的作用。上述发现突破了既有文献关于内部流动同质化的研究假定,识别出内部流动的异质性形态,深化了文献对内部流动的理论理解,推动了内部流动与人力资本增值关系的研究。有关结论为企业管理内部流动实践、个体获得人力资本增值提供了重要启示。

There is a gap in the literature regarding the relationship between internal mobility and employee human capital development,and this paper aims to fill that gap by characterizing the heterogeneity of internal mobility and examining its effects on human capital development.Through tracking the internal mobility practice of a large high-tech enterprise in China,this paper identifies the heterogeneity of internal mobility and reveals the mechanism of its impact on human capital development through longitudinal case studies.The study found that:(1)The combination of job function heterogeneity and team role centrality constitutes four patterns of internal mobility:periphery continuation,periphery divergence,core expansion,and core reconstruction.(2)Individuals experiencing these patterns of internal mobility will trigger transfer,reset,expansive,or reconstructive learning and adaptation processes,respectively.(3)Transfer learning can only help employees maintain knowledge and result in stagnant human capital,while reset learning can cause knowledge interruption and lead to human capital depreciation.Expansive and reconstructive learning can respectively help employees update and break through knowledge and achieve human capital development.(4)As important assistance of adaptation process,informal relationships and prior knowledge play a positive role in these learning processes.The findings challenge the existing research assumptions regarding the homogeneity of internal mobility,identify its heterogeneous patterns and deepen its theoretical understanding.These also promote research on the relationship between internal mobility and human capital development.The conclusions provide important insights for enterprises to manage internal mobility practice and for individuals to achieve human capital development.