企业人力资本结构与国际并购业绩之间的关系基于中国的文化差异
Ye Liu1, Fang-Yuan Zhao1, Si-Qi Jia1
1School of Business Administration, Northeastern University, Shenyang, Liaoning, China.
PloS one
|March 10, 2025
概括
人力资本因素,如薪酬和教育,促进了国际并购业绩,而营业额阻碍了这一点. 文化差异可能会减少人力资本.
科学领域:
- 商业和经济学 商业和经济学
- 国际商业 国际商业 国际商业
- 人力资源管理 人力资源管理
背景情况:
- 中国公司越来越多地参与国际并购 (M&A),以实现全球扩张.
- 现有的研究往往忽视了人力资本结构对国际并购业绩的具体影响.
- 了解像人力资本这样的内部因素对于提高全球市场竞争力至关重要.
研究的目的:
- 研究企业人力资本结构与国际并购业绩之间的关系.
- 确定影响并购成功的关键人力资本组成部分.
- 为优化全球并购的人力资本战略提供见解.
主要方法:
- 2008年至2015年参与国际并购的中国上市公司的实证分析.
- 统计检查人力资本指标与并购业绩之间的相关性.
- 将文化差异作为调节变量纳入其中.
主要成果:
- 员工薪酬,教育水平和技术人员比例与国际并购业绩有积极的相关性.
- 企业培训 (短期和长期) 对并购业绩没有显著影响.
- 员工周转率对国际并购业绩产生了重大和负面影响.
- 发现文化差异削弱了人力资本对并购业绩的积极影响.
结论:
- 员工薪酬,教育和技术专业知识的战略管理对于成功的国际并购至关重要.
- 减少员工流动对于改善国际并购结果至关重要.
- 公司必须考虑和减轻文化差异对人力资本在并购中的影响的温和影响.
- 有效利用人力资本优势是获得全球竞争优势的关键.
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