| 收敛还是发散：企业创新的规模“陷阱” |
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| 引用本文： | 孙文浩,张杰.收敛还是发散：企业创新的规模“陷阱”[J].科研管理,2021,42(4):92-102. |
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| 作者姓名： | 孙文浩 张杰 |
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| 作者单位： | 1.中国人民大学经济学院，北京100872；
2.中国人民大学中国经济改革与发展研究院，北京100872 |
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| 基金项目： | 中国人民大学2019年度拔尖创新人才培育资助计划成果(2019.11—2022.11)；国家自科基金面上项目：“更好地发挥政府和市场功能协同的中国创新激励机制研究”(71973139,2020.01—2023.12)。 |
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| 摘 要： | 研究科技人才规模对企业创新绩效的影响效应，对优化高级劳动力要素的配置效率并推动地区高质量创新发展具有重大的理论与现实意义。本文基于2008—2014年国家统计局《全国创新调查企业数据库》的微观企业数据，运用修改后的静态面板门限模型进行计量检验，研究发现：①企业科技人才规模的创新绩效存在一个约为341人的“规模阈值”，超过“规模阈值”则不利于企业创新；②相对于国有、外资产权的企业，民营企业与“NN”型企业科技人才的“规模阈值”特征更加突出；③国家级高新区或者政府减税均有利于缓解科技人才“规模阈值”对企业创新的负面影响。建议“抢人大战”城市出台相应的人才政策鼓励科技人才向具有小规模科技人才的“LL”企业流动，并加快省级高新区升级进程，以避免企业过度集聚科技人才引发系统性的创新风险。
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| 关 键 词： | 科技人才规模 创新绩效 “规模阈值” 面板门限模型 |
| 收稿时间： | 2019-12-18 |
| 修稿时间： | 2020-06-23 |
Convergence or decentralization: The scale "trap" of corporate innovation |
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| Sun Wenhao,Zhang Jie.Convergence or decentralization: The scale "trap" of corporate innovation[J].Science Research Management,2021,42(4):92-102. |
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| Authors: | Sun Wenhao Zhang Jie |
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| Abstract: | In order to speed up the flow of high-level labor factors and promote regional innovation-driven development, in recent years, major cities of China have participated in the "talents snatch war" to gather S&T talents through various preferential talent introduction policies. However, the existing literature that how the S&T talent scale influence the corporate innovation is not enough. Especially the problem that whether S&T talents converge to a few enterprises to build a large-scale S&T talent enterprise cluster or scatter among most enterprises to form a small-scale S&T talent enterprise cluster is unsolved. However, it may lead the "talents snatch war" city to gather S&T talents blindly if this problem remains unresolved, and then cause the S&T talent scale of enterprises to exceed the threshold, so as to reduce the corporate innovation performance. Therefore, this paper uses micro enterprise data of the national innovation survey enterprise database that comes from the National Bureau of Statistics of China over 2008-2014, which provides the information of various scientific and technological innovation activities of industrial enterprises, to answer whether there is a "scale threshold" between the S&T talent scale and corporate innovation performance, what is the value of " scale threshold", and which type of enterprises have obvious "scale threshold", etc.In order to answer the research question, this paper modifies the traditional static panel threshold model on the basis of predecessors, and explores the effect of the S&T talent scale on corporate innovation with more effective tool variables. Based on the empirical test results, we can conclude that as follows: (1) The scale of S&T talent has a triple threshold effect on the corporate innovation performance. The S&T talent scale with the high threshold range has a significant inhibitory effect on the corporate innovation performance. Empirical test shows that the "scale threshold" of S&T talent is roughly 341. (2) From the perspective of enterprise characteristics, compared with state-owned and foreign-funded enterprises, private enterprises have a "scale threshold" of roughly 317. When the scale of S&T talents in private enterprises exceeds the "scale threshold", the effect of S&T talents scale on corporate innovation performance is significantly negative. (3) From the characteristics of industrial organization: as for the "NN" enterprises with a large-scale S&T talent, the S&T talent scale has a significant inhibitory effect on the corporate innovation performance; as for the "LL" enterprises with a small-scale S&T talent, the S&T talent scale is beneficial to improve the corporate innovation performance. (4) From the perspective of government industrial policies: when there is a national high-tech zone in the city where the enterprise is located, the S&T talent scale has a significant promoting effect on the corporate innovation performance, and vice versa anti; as for the high-tech enterprises that obtain tax reduction, the S&T talent scale has a significant promoting effect on the corporate innovation performance, otherwise, it is not significant. Based on this, the conclusion of this paper can be summarized as follows: firstly, there is a "scale threshold" between the S&T talents and the corporate innovation performance, and exceeding the "scale threshold" is not beneficial to corporate innovation, what′s more, the "scale threshold" is roughly 341; secondly, the "scale threshold" is more obvious in private or "NN" type enterprises; finally, national high-tech zones or government tax reductions are beneficial to improve the value of "scale threshold". This paper provides the reference value for the government to improve the system and mechanism of market-oriented allocation of high-level labor factors, and suggests that "talents snatch war" cities should issue corresponding talent policies to encourage S&T talents to flow to the "LL" enterprises with small-scale scientific S&T talents, so as to avoid the "talents snatch war" city to fall into the S&T talent scale "gap". In addition, the government should speed up the upgrading process of provincial high-tech zones, and implement the "inclusive" tax reduction plan for high-tech enterprises to build a "center periphery" regional innovation model.This paper provides several marginal contributions. Firstly, on the research data level, based on the micro enterprise data of the national innovation survey enterprise database which comes from the National Bureau of Statistics of China over 2008-2014, this paper provides a new empirical data support for the triple threshold effect theory of "scale threshold" and "critical threshold". Secondly, in terms of research framework, based on the general equilibrium theory of ABBGH (2005), this paper constructs the innovation gap of enterprises, and further studies the effect of the S&T talent scale on corporate innovation performance with different innovation gaps. Finally, in terms of research methods, the existing literature has ignored the endogenous problems that may exist in the model. Based on this, this paper adjusts the traditional static panel threshold model, and studies the effect of the S&T talent scale on corporate innovation combined with more accurate tool variables, so as to solve the endogenous problems effectively that may exist in the model. |
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| Keywords: | S&T talent scale innovation performance 'scale threshold' panel threshold model |
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