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Jingdong book

创新型国家建设中的人力资本激励制度研究

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Jingdong book

创新型国家建设中的人力资本激励制度研究

Name: 创新型国家建设中的人力资本激励制度研究
Brand: Jingdong book
SKU: 3110209111
Price: 22.83 USD
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创新能力决定于人力资本存量私为保证人力资本价值实现的制度安排，要提升中国的创新能力，建设创新型国家，制度建设是关键。
《创新型国家建设中的人力资本激励制度研究》一书把人力资本激励制度放到创新型国家建设这一背景下论证二者之间的经济互动关系。根据人力资本在技术创新中的作用，将其分为企业家人力资本、研发型人力资本、技能型人力资本、管理型人力资本和营销型人力资本，围绕各类人力资本，从企业、市场和政府三个层面构建一套行之有效的激励制度。

Author Description

孔宪香，1971年4月出生于山东曲阜。山东大学经济学院毕业，经济学博士，现为中共山东省委党校经济学部副教授。主要研究方向为西方经济学、发展经济学、国民经济学等。近年来在《经济学动态》、《科技经济与管理》、《理论学刊》等学术期刊发表论文40余篇；主持、参与国家级、省部级等10余项研究课题；出版著作和教材多部。

Catalogue

第1章导论
1.1 选题背景与研究意义
1.1.1 选题背景
1.1.2 研究意义
1.2 概念界定与基本假设
1.2.1 几个基本概念
1.2.2 几个基本假设
1.3 主要创新点
1.4 研究的基本思路、主要内容、研究方法
1.4.1 基本思路
1.4.2 研究的主要内容
1.4.3 研究方法

第2章创新型国家建设中的人力资本激励制度的理论基础
2.1 人力资本理论
2.1.1 西方人力资本理论
2.1.2 人力资本产权理论
2.1.3 人力资本价值测量
2.2 激励理论
2.2.1 管理学激励理论
2.2.2 经济学激励理论
2.2.3 激励理论评价
2.3 技术创新与制度创新的关系理论
2.3.1 技术决定论
2.3.2 制度决定论
2.3.3 技术创新与制度创新相互影响论
2.3.4 评价

第3章创新型国家建设与人力资本及其激励制度的关系
3.1 人力资本在技术创新中的作用
3.1.1 理论分析
3.1.2 实证分析
3.2 创新型人力资本分类
3.2.1 国內学者关于人力资本分类的相关研究
3.2.2 根据人力资本在技术创新中的作用进行分类
3.3 创新型国家建设中构建人力资本激励制度的必要性
3.3.1 人力资本所有者的创新行为需要制度激励
3.3.2 制度的功能也决定了创新行为需要制度激励

第4章人力资本激励制度的构建：企业层面
4.1 企业人力资本及其激励制度与企业技术创新能力的关系
4.1.1 技术领先企业人力资本及其激励制度在技术创新中的作用
4.1.2 技术采用企业人力资本及其激励制度在技术创新中的作用
4.2 企业人力资本激励制度设计的原则
4.2.1 不考虑风险承担问题的技术创新激励模型
4.2.2 企业技术创新的风险与激励模型
4.3 企业技术创新人力资本激励制度安排
4.3.1 企业家人力资本创新的企业激励制度安排
4.3.2 研发型人力资本创新的企业激励制度安排
4.3.3 技能型人力资本创新的企业激励制度安排
4.3.4 管理型人力资本创新的企业激励制度安排
4.3.5 营销型人力资本创新的企业激励制度安排
4.3.6 各创新型人力资本间的协同激励制度

第5章人力资本激励制度的构建：市场层面
5.1 企业家人力资本创新的市场激励制度安排
5.1.1 企业家人力资本市场（经理人市场）激励制度
5.1.2 资本市场激励制度
5.1.3 产品市场激励制度
5.2 研发型人力资本创新的市场激励制度安排
5.2.1 知识产权交易市场激励制度
5.2.2 人力资本市场激励制度
5.2.3 资本市场激励制度
5.2.4 产品市场激励制度
5.3 其他类型人力资本创新的市场激励制度安排
5.3.1 技能型人力资本创新的市场激励制度安排
5.3.2 管理型人力资本创新的市场激励制度安排
5.3.3 营销型人力资本创新的市场激励制度安排

第6章人力资本激励制度的构建：政府层面
6.1 政府在创新型国家及人力资本激励制度建设中的作用
6.1.1 政府是创新体系建设中人力资本激励制度创新的主体
6.1.2 国际经验：外国政府在人力资本激励制度建设中的作用
6.1.3 我国政府在人力资本激励制度创新中的作用
6.2 企业家人力资本创新的政府激励制度安排
6.2.1 完善法律制度
6.2.2 建立和完善企业家选择制度
6.2.3 完善财政税收激励制度
6.2.4 完善金融激励政策
6.2.5 提升企业家的社会地位，改变企业家的评价标准
6.2.6 建立企业家科技创新奖励制度
6.3 研发型人力资本创新的政府激励制度安排
6.3.1 完善知识产权制度
6.3.2 完善科技奖励制度
6.3.3 加大研究开发经费投入，创造一个良好的科研和创新环境
6.3.4 完善财税激励政策
6.3.5 完善教育培训激励政策
6.3.6 建立科学的评价体系，使创新成为科研的重要考核指标
6.3.7 建立鼓励研发型人力资本创新的相关配套政策
6.4 其他创新型人力资本的政府激励制度安排
6.4.1 政府要肯定技能型人力资本、管理型人力资本和营销型人力资本在技术创新体系中的作用
6.4.2 提高技能型人力资本、管理型人力资本和营销型人力资本的社会地位
6.4.3 建立科学合理的人力资本评价体系
6.4.4 在全社会建设创新型文化

附表
参考文献
后记

Book Abstract

《创新型国家建设中的人力资本激励制度研究》：
2.1.2 人力资本产权理论
人力资本产权理论为人力资本激励提供了理论基础。人力资本的产权是人力资本理论的一个重要方面，而西方人力资本理论忽视产权的研究。从产权的角度研究人力资本并作出开拓性贡献的是中国年青的经济学家们，如周其仁、杨瑞龙、方竹兰等，他们通过研究企业理论，发现产权在企业理论研究中的运用还不够彻底，存在一个重要的缺憾，即缺乏对人力资本产权的承认和规定。
中国学者充分肯定并论证了人力资本的产权特征，从而使西方人力资本的研究进入到一个新阶段。因为西方人力资本理论研究虽然充分肯定了人力资本在经济发展中的积极作用，但是并没赋予人力资本的产权地位，从而使人力资本理论得不到根本性的发展。尤其是随着资本主义的发展，垄断逐渐形成并不断加强，传统经济学的假设不攻自破，产权理论变得越来越具有现实意义，明确的产权界定已成为资源有效配置和对人力资本激励的必要条件。
（1）人力资本产权的含义及权能构成
目前，对人力资本产权含义的论述主要有以下几种：一是从所有权角度，把人力资本产权理解为人力资本所有权。李建民（1997）认为，所谓人力资本产权就是人力资本的所有关系、占有关系、支配关系、利得关系及处置关系，即存在于人体之内、具有经济价值的知识、技能乃至健康水平等的所有权。二是从企业所有权角度界定人力资本产权，认为人力资本产权问题是人力资本所有者能否拥有企业所有权，即企业控制权和剩余索取权（张维迎，1996；周其仁，1996；方竹兰，1997）。三是从产权的一般概念及共性角度论述人力资本产权。人力资本产权是市场交易过程中人力资本所有权及其派生的使用权、支配权和收益权等一系列权利的总称，是交易主体相互认可或强制实施的行为关系，本质上是人与人之间社会经济关系的反映（黄乾，2000；王建民，2001；朱巧玲，2003；王毅敏，2003）。
作者认为，作为人力资本产权，其基本内核是产权，应在产权理论的相关框架内研究人力资本问题。人力资本是指通过后天投资形成的体现在劳动者身上的智力、知识、经验、技能和健康状况等等，如果说劳动者本身是有形资源，那么体现在劳动者身上的智力、知识、经验、技能和健康状况等就是无形资源。为此，我们将人力资本产权定义为：人力资本产权是市场交易过程中人力资本所有权及其派生的使用权、处置权和收益权等一系列权利的总称，是制约人们行使这些权利的规则，本质上是人们社会经济关系的反映。根据定义，人力资本产权的权能由人力资本所有权、使用权、处置权和收益权等一组权利束组成。
……

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