摘要
全面建设社会主义现代化国家离不开人才的发掘、培养以及其能动性的充分调动。人才的选用和晋升通道的设计对各类组织的兴衰成败至关重要,决定了一国的软实力与国际影响力。本文基于竞赛理论视角,构建包含成员异质性与晋升阶梯的动态博弈模型,探讨组织结构设计对成员激励和组织绩效的影响。研究发现,组织是否采用优先晋升机制以及优先晋升对象的选取与组织战略目标和成员能力分布密切相关。当组织侧重激发成员工作积极性时,成员能力异质性对组织是否采用优先晋升机制起着决定性作用。当组织侧重挑选具有天赋能力的成员时,为了降低竞争过程中的不确定性,应优先提拔高能力成员。本文所得结论为深入实施新时代人才强国战略,加快中国建设世界重要人才中心和创新高地提供理论参考,为中国经济向高质量发展转型提供助力。
This paper presents a dynamic two-stage tournament model that incorporates heterogeneous contestants and a hierarchical career ladder with accelerated promotion.The firm can use accelerated promotion—which enables fast-tracked employees to enter into the finale with certainty—to motivate employees'effort incentives.Our study explores the optimal job ladder design and hierarchical organizational structure for accelerated promotion.The results indicate that the optimal policy depends on the organization's objective and the distribution of employees'abilities.When organizations aim to maximize the aggregate effort from all employees,an accelerated promotion mechanism is less likely to be adopted when employees'abilities are on par.However,when there is a substantial disparity in employees'ability,organizations should prioritize promotion of lower-ability individuals to foster competition-which echoes the traditional wisdom of“leveling the playing field”in the contest literature.When organizations aim to maximize selection efficiency-i.e.,to select employees with higher innate abilities-we show that promoting high-ability employees should be prioritized in order to reduce uncertainty throughout the selection process.Our findings generate practical and policy implications for organization design and provide novel insights into organization's optimal promotion policies.Our results shed light on the importance of manipulating the competitive balance among employees in the promotion process,especially in situations where there is a significant variance in employees'abilities.Our paper contributes to the literature on organizational design and human resource management,offering guidance for designing effective promotion policies that align with organizational objectives and foster a fair and competitive environment.
作者
王曦若
谭安然
胡涛
吴泽南
Xiruo Wang;Anran Tan;Tao Hu;Zenan Wu(School of Economics and Management,Beijing Jiaotong University;Department of Economics,Duke University;School of Economics,Peking University;Sustainability Research Institute,Peking University)
出处
《经济学报》
2025年第3期246-265,共20页
China Journal of Economics
基金
国家自然科学基金优秀青年科学基金项目“竞赛理论”(72222002)
国家自然科学基金面上基金项目“参赛者异质性与竞赛设计”(72173002)
国家自然科学基金青年项目“高管团队地位不平等影响效果研究”(72002009)的资助。
