Collaborative Research: The Nature and Effects of Human Resource Policies: Econometric Case Studies of Firms in the US, China and Finland

合作研究：人力资源政策的性质和影响：美国、中国和芬兰企业的计量经济学案例研究

• 批准号: 0522118
• 负责人: Takao Kato
• 金额: $ 11.02万
• 依托单位: Colgate University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2005
• 资助国家: 美国
• 起止时间: 2005-09-01 至 2009-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0522118&HistoricalAwards=false
• 关键词: Collaborative; Research; Nature; Effects; Human

High Performance Workplace Practices (HPWPs) are rapidly spreading throughout the world. The key factor inhibiting deeper understanding of theoretical advances concerning the nature and effects of HRPs is the extraordinary difficulty in obtaining appropriate data. By generating the right data and applying appropriate econometric methods, this project will contribute important findings and new data of interest to many researchers including economists in the fields of insider econometrics and personnel economics. By using large and rich data sets both for workers who remained in as well as those who left the firm during the study period, this project is able to employ unusual controls and to use appropriate econometric methods to deal with problems that often plague empirical work in this area, such as selectivity issues. Furthermore, in some instances, this project's approach may best be characterized as representing a quasi experiment. Having access to census data in some countries will enable the investigators to generalize their findings. Already senior management in 10 firms in the U.S., Finland and China are providing the investigators with three types of extraordinary micro-data. Performance data sets usually include daily or weekly performance measures for individual workers and key organizational units (e.g. teams), cover extended periods (more than 3 years), contain multiple measures of performance (including productivity and quality), span the times both before and after major organizational innovations (such as the introduction of teams) and include all employees of the firm during the study period. Personnel data sets contain detailed individual employee records, including longitudinal disaggregated information by type of compensation. Employee survey data sets provide supplementary information both on employees' participation in HRPs and attitudinal and perceptual measures that are constructed to gauge both employee outcomes (e.g. job satisfaction and intensity of effort) and theoretical concepts, including proxies for the extent of peer pressure, discretionary effort, the extent of attention to quality, and communications. Most unusually, in some cases employee surveys will be panels-having been administered more than once to the same employees and for a period both before and after all employees were covered by a particular HRP.In a series of "econometric case studies" these matching data will be used to test hypotheses on four sets of issues concerning the nature, determinants and effects of HRPs. The key focus is on the impact of different HRPs on business performance---especially high performance workplace practices (HPWPs, e.g. employee ownership, teams and profit sharing). Competing hypotheses on whether individual HPWPs improve levels and variability of enterprise performance and whether sets of HPWPs produce improvements in enterprise performance that exceed the effect of individual organizational changes are examined. The second set of hypotheses concern competing hypotheses as to whether individual HRPs improve employee outcomes (e.g. job satisfaction and work intensity) and whether sets of HRPs are associated with changes in employee outcomes that exceed the effect of individual organizational changes. The third set of hypotheses concern the actual channels through which firm and employee outcomes might be affected by the introduction of HRPs. Thus, financial participation (e.g. profit sharing) may lead employees to increase their co-workers performance either by enhanced peer pressure or through greater trust leading to improved cooperation. These influences may work in different directions. Also our data enable this project to study the incidence of certain HRPs within firms (e.g. what accounts for differences in individual shareholdings in firms that have employee ownership?) Finally, in all three areas the project will investigate hypotheses that exploit the uniform nature of data for cases located in very different environments. Thus the project provides evidence on hypotheses concerning predicted differences in the size of both firm and employee outcomes in differing institutional environments (such as the U.S. compared to Finland or China).Broader Impacts: Since HRPs are assuming increasing importance, the project findings are apt to have broad implications for organizational design. Particularly novel will be evidence on offline teams and individual ownership, for outcomes including product quality and matching evidence on employee outcomes. Comparative evidence will provide useful insights concerning the potentially varying impact of HRPs across countries and sectors and hence indications as to how transferable HRPs are across diverse nations. These insights are particularly useful since the number of foreign transplants in China and other transition economies is expected to continue to rise. Finally, theoretical work concerning the nature and effects of organizational innovations is likely to benefit from our subjecting diverse hypotheses to rigorous empirical scrutiny.

高绩效工作场所实践（HPWPs）正在全球迅速推广。阻碍深入理解有关HRPs性质和影响的理论进展的关键因素是获得适当数据的异常困难。通过生成正确的数据并应用适当的计量经济学方法，该项目将为包括内部计量经济学和人事经济学领域的经济学家在内的许多研究人员提供重要的发现和新数据。通过使用研究期间留在公司和离开公司的员工的大量丰富数据集，该项目能够采用不寻常的控制措施，并使用适当的计量经济学方法来处理经常困扰该领域实证工作的问题，例如选择性问题。此外，在某些情况下，该项目的方法最好的特点是代表了一个准实验。调查人员能够获得一些国家的普查数据，从而能够概括其调查结果。 已经是美国10家公司的高级管理人员，芬兰和中国向研究人员提供了三种特殊的微观数据。业绩数据集通常包括工人个人和关键组织单位（如小组）的每日或每周业绩计量，涵盖较长时期（3年以上），包含多种业绩计量（包括生产率和质量），跨越重大组织创新（如引入小组）之前和之后的时间，并包括研究期间公司的所有雇员。 人事数据集包含详细的个别雇员记录，包括按报酬类型分列的纵向信息。 员工调查数据集提供了关于员工参与人力资源计划的补充信息，以及用于衡量员工成果（例如工作满意度和努力强度）和理论概念的态度和感知措施，包括同行压力程度的代理，自由裁量的努力，对质量的关注程度和沟通。最不寻常的是，在某些情况下，员工的调查将面板已被管理一次以上的相同的员工和一段时间之前和之后的所有员工都涵盖了一个特定的HRP.In一系列的“计量经济学案例研究”这些匹配的数据将被用来测试假设的性质，决定因素和影响的HRPs的四套问题。重点是不同的人力资源规划对业务绩效的影响-特别是高绩效工作场所实践（HPWP，例如员工所有权、团队和利润分享）。竞争的假设是否个人HPWPs提高企业绩效的水平和变异性，以及是否组HPWPs产生超过个人组织变革的影响，企业绩效的改善进行检查。第二组假设涉及竞争的假设，个人的人力资源规划是否提高员工的成果（如工作满意度和工作强度），以及是否集人力资源规划与员工的成果，超过了个人的组织变化的影响的变化。第三套假设涉及的实际渠道，通过企业和员工的成果可能会受到影响的引进人力资源规划。因此，财务参与（例如利润分享）可能会导致员工通过增强同伴压力或通过更大的信任来提高同事的绩效，从而改善合作。这些影响可能在不同的方向上起作用。此外，我们的数据使本项目能够研究公司内某些HRPs的发生率（例如，什么原因导致员工持股公司中个人持股的差异？）最后，在所有三个领域，该项目将调查假设，利用数据的统一性质，为案件位于非常不同的环境。因此，该项目提供了证据的假设有关的预测差异的大小，在不同的制度环境（如美国相比，芬兰或中国）。更广泛的影响：由于人力资源规划的假设越来越重要，该项目的研究结果是倾向于有广泛的影响，组织设计。特别新颖的将是离线团队和个人所有权的证据，包括产品质量和员工成果的匹配证据。比较证据将提供有用的见解有关潜在的不同影响的人力资源规划在不同的国家和部门，从而指示如何转移人力资源规划是在不同的国家。这些见解特别有用，因为中国和其他转型经济体的外国移植数量预计将继续增加。最后，关于组织创新的性质和影响的理论工作可能会受益于我们对各种假设进行严格的实证审查。