一将难求：“明星员工”对公司创业的影响机制研究

It is easy to have a thousand soldiers, but hard to find a good general. High human resource "star employees" is becoming the backbone of the company's entrepreneurial activities such as innovation, risk activities, and strategic renewal in the era of knowledge-based economy. However, the research on "star employees" is still in its early stage, and the definition of its connotation and its influence on the pros and cons has yet to reach a consensus. Even less research has focused on its important influence on corporate entrepreneurship. Based on this, this study focuses on “star employees”, taking individual characteristics as the starting point, synthesizing relevant theories, adopting a combination research design of tracking questionnaires and case investigation, defining “star employees” in the context of china's transition economy, and exploring the impact, mechanism, boundary conditions of star employee’s characteristics(big five personality), human capital (education level, working years, work experience), relationship capital (political networks, business networks), management process perception (management support, freedom of work / arbitrary, incentives / intensification, time availability, organizational limits) on corporate entrepreneurship. This project provides theoretical enlightenment and realistic basis for enterprises to effectively manage "star employees", plays their positive role, avoid their negative effects, and cultivates high-level corporate entrepreneurial capabilities.

千军易得，一将难求，蕴藏高人力资本的“明星员工”，正成为知识经济时代企业实现创新、风险和战略更新等公司创业活动的中坚力量。然而，有关“明星员工”的研究尚处于早期起步阶段，对其内涵的界定及其利弊效应的影响尚未得出一致性的结论，更无研究关注到其对公司创业的重要影响。基于此，本研究将焦点聚焦于“明星员工”，以其个体特征为切入点，综合相关理论，采用追踪问卷调查为主和案例调查相结合的研究设计，在基于中国转型经济情景对“明星员工”进行界定的基础上，探索“明星员工”的特质（大五人格）、人力资本（受教育程度，工作年限，工作经验）、关系资本（政治网络，商业网络）、管理过程感知（管理者支持，工作自由度/任意度，奖励/强化，时间可用性，组织界限）对公司创业的影响，作用机制及其边界条件。本项目对企业有效管理“明星员工”，最大化发挥其“积极作用”，规避“消极影响”，培育高水平公司创业能力提供理论启示和现实依据。

伴随着知识经济社会的到来，“明星员工”正成为企业绩效和竞争优势的“中流砥柱”，那么作为企业创新和核心竞争力的源泉，“明星员工”自身所蕴藏的特质、能力、知识、资本等特征对以创新、风险活动和战略更新为特征的公司创业有何影响，及其作用机制又是什么。围绕着此研究主题，本课题从“明星员工”的个体特征、社会资本、自身行为三个视角进行了深入研究。首先，“明星员工”的风险倾向、自恋、谦卑等个体特征，能够积极促进创新、风险活动、战略更新等公司创业活动，并对企业维持探索和利用行为的平衡有重要影响，但是“明星员工”的核心同伴及所处环境，即其所在团队特征及企业环境特征会限制“明星员工”的创业激发效应。其次，创业团队的“明星员工”会有积极的“明星创新效应”。在创业团队情境下，动态的团队环境可以通过激发团队成员的求同行为进而促进团队知识整合来激发创业团队创新，决策的团队集中化会削弱寻求协议行为与团队知识整合之间的关系。再次，“明星员工”本人的工作态度的变化主要来自于其个人-工作匹配的变化，从而对企业整体的公司创业水平产生影响。