摘要
利用中国A股上市公司2015—2019年的面板数据,实证考察跨国公司高管的海外背景对企业国际化绩效的影响,并探讨此过程中激励机制的调节作用。通过随机效应模型进行逐步回归分析,结果表明:海外教育背景高管对跨国企业的国际化绩效具有显著正向影响,而海外工作背景高管对跨国企业的国际化绩效具有显著负向影响,这一现象佐证了“社会类化理论”;薪酬激励对高管海外教育背景与企业国际化绩效具有正向调节作用,可以促进高管海外教育背景对企业国际化绩效的正向影响;股权激励对高管海外工作背景与企业国际化绩效有负向调节作用,可以缓解高管海外工作背景对企业国际化绩效的负向影响。研究结论对跨国企业引进海外背景人才策略具有一定的借鉴意义。
Using panel data from Chinese A-share listed companies from 2015 to 2019,this paper empirically examines the impact of executives’overseas background on corporate internationalization performance in multinational companies and explores the moderating role of incentive mechanisms in this process.Stepwise regression analysis based on a random effects model indicates that executives with overseas education backgrounds have a significant positive impact on the internationalization performance of multinational companies,while executives with overseas work backgrounds have a significant negative impact.This phenomenon supports the“social categorization theory”.Salary incentives positively moderate the relationship between executives’overseas education backgrounds and corporate internationalization performance,promoting the positive impact of executives’overseas education backgrounds on corporate internationalization performance.Equity incentives negatively moderate the relationship between executives’overseas work backgrounds and corporate internationalization performance,mitigating the negative impact of executives’overseas work backgrounds on corporate internationalization performance.The research findings provide valuable insights for multinational companies in developing strategies for attracting talents with overseas backgrounds.
作者
李学迁
倪苗苗
LI Xueqian;NI Miaomiao(Business School,University of Shanghai for Science and Technology,Shanghai 200093,China)
出处
《重庆工商大学学报(社会科学版)》
2025年第1期168-180,共13页
Journal of Chongqing Technology and Business University:Social Science Edition
基金
国家自然科学基金项目(71871144)“产业互联‘智造’供需网的结构、演化及其动力学研究”。
关键词
高管海外背景
企业国际化绩效
薪酬激励
股权激励
社会类化理论
executives’overseas background
corporate internationalization performance
salary incentives
equity incentives
social categorization theory
