作　　者： ; ;

机构地区： 广州番禺职业技术学院

出　　处： 《科技管理研究》 2012年第6期100-108,共9页

摘　　要： 以沪深两市105家高新技术上市企业为研究样本,选取衡量高管团队背景特征的六项指标、高管激励的三项指标及企业R&D投入的两项指标,构建高管团队背景特征、高管激励与企业R&D投入的调节效应模型。研究结果表明:(1)高管团队教育程度和专业背景与企业R&D的人力资源投入水平显著正相关;职能背景与企业R&D经费投入水平显著正相关;而高管团队年龄与企业R&D的经费投入水平显著负相关。(2)高管薪酬激励和股权激励正向促进了企业的R&D投入水平。(3)高管股权激励在高管团队年龄和企业R&D经费投入的之间关系上起到了重要的调节作用;高管晋升激励在高管团队性别和企业R&D人力资源投入之间的关系上发挥着重要的调节作用。 Taking 105 Chinese listed high- tech enterprises as samples, the thesis selected six indicators to measure top management team＇ s background characteristics, three indicators to measure incentive mechanism and two indicators to measure R＆D investment from these enterprises＇ 2009 annual reports and other public data. With these indicators and da- ta, the paper constructed an moderating effects model about the relationship between top management team＇ s background characteristics, incentive mechanism and the R＆D investment. The results showed that： （1） education and specialized background had a significant positive influence on the enterprises＇ R＆D investment on human resources ; occupational background had a significant positive influence on the enterprises＇ R＆D investment intensity; age had a significant negative influence on the enterprises＇ R＆D investment intensity. （2） compensation incentive and equity incentive had a positive in- fluence on the enterprises＇ R＆D investment ; （3） equity incentive served as a moderator as the age of top management team and the enterprises＇ R＆D investment intensity, promotion incentive as a moderator as the gender of top management team and the enterprises＇ R＆D investment on human resources.

关 键 词： 高管团队 高层梯队理论 背景特征 高管激励 企业 投入

领　　域： [经济管理] [经济管理] [经济管理] [经济管理]