管理评论 ›› 2023, Vol. 35 ›› Issue (4): 238-250.

• 组织行为与人力资源管理 • 上一篇    下一篇

企业"领导者"变更、下属管理层团队重构与创新效率

闫焕民, 王子佳, 李瑶瑶   

  1. 南昌大学经济管理学院, 南昌 300031
  • 收稿日期:2021-03-25 出版日期:2023-04-28 发布日期:2023-06-01
  • 通讯作者: 闫焕民(通讯作者),南昌大学经济管理学院副教授,博士。
  • 作者简介:王子佳,南昌大学经济管理学院硕士研究生;李瑶瑶,南昌大学经济管理学院硕士研究生。
  • 基金资助:
    国家自然科学基金项目(71662021;72062020;72262023)

Leader Change, Subordinate Management Team Restructuring and Innovation Efficiency

Yan Huanmin, Wang Zijia, Li Yaoyao   

  1. School of Economics and Management, Nanchang University, Nanchang 300031
  • Received:2021-03-25 Online:2023-04-28 Published:2023-06-01

摘要: 在中国企业治理模式下,“领导者”变更是企业的重大事件之一,会直接影响企业的经营战略及组织绩效。基于组织人际关系的角度,采用我国A股上市企业数据,考察企业“领导者”变更是否会引发下属管理层团队联动效应以及如何影响企业创新效率。研究发现:(1)整体而言,企业“领导者”变更可以通过自上而下的“顺推”与自下而上的“倒逼”两种路径,引发显著的下属管理层人事调整,管理层团队结构发生明显的联动“重构”效应。(2)在企业“领导者”变更情形下,下属管理层团队重构程度越大,对企业创新效率的负面影响越大,表现为研发投入减少、专利申请与授予数量下降;在考虑“领导者”界定标准、企业管理层人事制度、创新产出专利质量、排除替代性解释及缓解内生性问题等一系列稳健性测试之后,上述结论依然成立。(3)在进一步的分析中,考虑前任“领导者”离任预期、继任“领导者”来源类型及下属管理层人力资本结构三个角度的调节作用机制,发现前任“领导者”离任的可预期性越小、继任“领导者”属于内部晋升、下属管理层团队人力资本存量越差时,“领导者”变更引发的下属管理层团队重构对企业创新效率的抑制作用更强,负面效应越明显。综上,本文基于企业“领导者”变更与下属管理层团队重构之间层级联动效应的新视角,拓展了企业管理层变更经济后果的理论研究,进而为完善我国企业管理层团队内部治理与创新发展提供科学依据与启示。

关键词: “领导者”变更, 下属管理层团队重构, 创新投入, 创新产出

Abstract: Under the mode of Chinese enterprise governance, the change of leader is one of the important events of enterprises as it will directly affect the business strategy and organizational performance. Based on the perspective of organizational human capital structure, using the data of China’s A-share listed companies, this paper examines whether the change of leader will lead to the linkage effect of subordinate management team and its impact on innovation efficiency. The results are as follows. (1) On the whole, through the path of top-down “push forward” and the bottom-up “push back”, leader change will cause significant personnel adjustment of subordinate management team, and the management team structure will have obvious linkage “restructuring” effect. (2) Further, in the case of enterprise leader change, the more significantly subordinate management team is restructured, the stronger inhibiting effect will occur in enterprise’s innovation efficiency, as manifested in the reduction of R&D and the number of patents. After considering a series of robustness tests, such as leader definition, management personnel system, innovation output quality, eliminating alternative interpretation and alleviating endogenous problems, the conclusion still holds. (3) In further analysis, considering the departure expected of existing leader, the source type of succeeding leader and human capital structure of subordinate management, it is found that the less expected the existing leader is to leave, the less likely the succeeding leader will get promoted internally and the more dificient human capital reserve the subordinate management team has, the stronger inhibiting effect on enterprise innovation will be caused by the subordinate management team restructuring that arisies from leader change. In conclusion, based on the new perspective of the linkage effect between the “leader” change and the subordinate management team reconstruction, this paper expands the theoretical research on the economic consequences caused by the management change, and then provides scientific basis and enlightenment for perfecting the internal governance and innovative development of the management team.

Key words: leader change, subordinate management team restructuring, innovation input, innovation output