上市公司高管人员的职业生涯模式研究——应用最佳匹配分析方法

›› 2015, Vol. 27 ›› Issue (12): 141-150.

• 组织行为与人力资源管理 • 上一篇下一篇

上市公司高管人员的职业生涯模式研究——应用最佳匹配分析方法

乔坤¹, 张昭²

1. 大连理工大学管理与经济学部, 大连 116023;
2. 大连理工大学人文与社会科学学部, 大连 116023

收稿日期:2013-08-09 出版日期:2015-12-30 发布日期:2015-12-25
作者简介:乔坤,大连理工大学管理与经济学部副教授,博士;张昭,大连理工大学人文与社会科学学部硕士研究生。
基金资助:
教育部人文社会科学基金项目(11YJA630087);辽宁省科技计划资助项目(2011401032);中央高校基本科研业务费专项资金资助项目(DUT13RW308)

Career Patterns of Top Management Team Members in Listed Companies:Applying Optimal Matching Analysis

Qiao Kun¹, Zhang Zhao²

1. Faculty of Management and Economics, Dalian University of Technology, Dalian 116023;
2. Faculty of Humanities and Social Sciences, Dalian University of Technology, Dalian 116023

Received:2013-08-09 Online:2015-12-30 Published:2015-12-25

摘要/Abstract

摘要：

本文从高管职业生涯的整体角度出发,借由最佳匹配分析为研究工具,对锐思金融数据库中公布的244家上市公司355位高管的工作历史构建职业生涯序列,识别出高管人员的六种职业生涯模式,分别为单一职能者、内部晋升者、来自公共部门的高经验外来者、职能多变者、来自企业的高经验外来者及无职业序列者。进而,通过卡方检验,探索了职业生涯模式在不同出生年代、不同职务高管间分布的显著差异性。与国外同类文献相比较,本研究既发现了中国高管职业生涯的特有模式,也发现了中国高管职业发展的外部劳动力市场战略取向明显,职业多样性和职业复杂度不高等特征。在讨论部分,列出了相应的政策和管理建议。

关键词: 高层管理团队, 职业生涯模式, 最佳匹配分析

Abstract:

This paper applies optimal matching analysis (OMA) to research the career patterns of top managers from a holistic perspective of the career. We analyze 355 top management team members' demographic information from 244 listed companies, and the samples come from RESSET Financial Database. Our research approach focuses on the analysis of complex career sequences. The career sequences in our research are composed of organizational tenure, functional background and industrial background. With the OMA method and subsequent cluster analysis, we develop six career patterns of TMT members, and then we elaborate their respective characteristics. In addition, this study also applies chi-square tests to examine career patterns of TMT members in different birth years and positions. The result shows the occurrence of major patterns differs significantly among different birth years and positions. Compared with the corresponding studies abroad, the present study finds out special career pattern which exists in China. The characteristics of external labor market strategy and career variety are discussed specifically. Finally, we provide suggestion for policy-making and personal career development.

Key words: top management team, career pattern, optimal matching analysis

乔坤, 张昭. 上市公司高管人员的职业生涯模式研究——应用最佳匹配分析方法[J]. , 2015, 27(12): 141-150.

Qiao Kun, Zhang Zhao. Career Patterns of Top Management Team Members in Listed Companies:Applying Optimal Matching Analysis[J]. , 2015, 27(12): 141-150.

参考文献

[1] Hambrick D. C., Mason P. A. Upper Echelons:The Organization as a Reflection of Its Top Managers[J]. Academy of Management Review, 1984,9(2):193-206
[2] Vinkenburg C. J., Weber T. Managerial Career Patterns:A Review of The Empirical Evidence[J]. Journal of Vocational Behavior, 2012,80(3):592-607
[3] Davoine E., Ravasi C. The Relative Stability of National Career Patterns in European Top Management Careers in The Age of Globalisation:A Comparative Study in France/Germany/Great Britain and Switzerland[J]. European Management Journal, 2013,31(2):152-163
[4] Abbott A., Tsay A. Sequence Analysis and Optimal Matching Methods in Sociology Review and Prospect[J]. Sociological Methods & Research, 2000,29(1):3-33
[5] Arthur M. B., Arthur M. B., Hall D. T., et al. Handbook of Career Theory[M]. London:Cambridge University Press, 1989
[6] Driver M. J. Demographic and Societal Factors Affecting the Linear Career Crisis[J]. Canadian Journal of Administrative Sciences, 1985,2(2):245-263
[7] Evans P., Lank E., Farquhar A. Managing Human Resources in The International Firm:Lessons from Practice[M]//Evans, P., Doz, Y., Laurent, A., Human Resource Management in International Firms, Change, Globalization, Innovation, London:Macmillan, 1989
[8] Kelly J., Gennard J. Getting to The Top:Career Paths of Personnel Directors[J]. Human Resource Management Journal, 2000,10(3):22-37
[9] McCabe V. S., Savery L. K. "Butterflying" a New Career Pattern for Australia? Empirical Evidence[J]. Journal of Management Development, 2007,26(2):103-116
[10] Biemann T., Wolf J. Career Patterns of Top Management Team Members in Five Countries:An Optimal Matching Analysis[J]. The International Journal of Human Resource Management, 2009,20(5):975-991
[11] Hamori M., Kakarika M. External Labor Market Strategy and Career Success:CEO Careers in Europe and The United States[J]. Human Resource Management, 2009,48(3):355-378
[12] Crossland C., Zyung J., Hiller N., et al. CEO Career Variety:Effects on Firm-Level Strategic and Social Novelty[J]. Academy of Management Journal, 2014,57(3):652-674
[13] 陈守明,李杰,余光胜.我国CEO任期与企业绩效关系实证研究[J].商业研究, 2010,(4):12-20
[14] 何韧,王维诚,王军.管理者背景与企业绩效:基于中国经验的实证研究[J].财贸研究, 2010,21(1):109-118
[15] 唐清泉,罗当论,张学勤.独立董事职业背景与公司业绩关系的实证研究[J].当代经济管理, 2005,27(1):97-101
[16] Abbott A. A Primer on Sequence Methods[J]. Organization Science, 1990,1(4):375-392
[17] Abbott A., Forrest J. Optimal Matching Methods for Historical Sequences[J]. The Journal of Interdisciplinary History, 1986,16(3):471-494
[18] Everitt B. S., Landau S., Leese M. Cluster Analysis[M]. London:Arnold, 2001
[19] Porter M. E. Competitive Advantage:Creating and Sustaining Superior Performance[M]. New York:Free Press, 1985
[20] Cappelli P., Hamori M. The New Road to the Top[J]. Harvard Business Review, 2005,83(1):25-32

上市公司高管人员的职业生涯模式研究——应用最佳匹配分析方法

Career Patterns of Top Management Team Members in Listed Companies:Applying Optimal Matching Analysis

PDF (PC)

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 0

编辑推荐

Metrics

本文评价