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论文编号：	13145
作者编号：	2120202869
上传时间：	2022/6/6 21:36:09
中文题目：	员工追随发起人离职创业的影响因素研究 ——基于信号理论视角
英文题目：	A Study On the Influencing factors of employees following the promoter''s departure to start new venture ——Based on the perspective of signaling theory
指导老师：	田莉
中文关键字：	信号理论；离职创业；专用性人力资本；创业信心；机会创新性
英文关键字：	Signaling Theory; Resignation and Entrepreneurship; Specific Human Capital; Entrepreneurial Confidence; Opportunity Novelty
中文摘要：	随着人才及知识重要性的提升，以及以项目为单位的矩阵式组织架构企业的普及与鼓励“双创”相关政策的支持，越来越多的项目组成员选择带领团队中的同事、员工共同离职，选择以团队为单位进行离职创业活动。但是目前的研究主要集中于员工个人的离职创业行为，以及员工群体离职的广义转换雇主的行为，但是尚未有研究集中于两者的交集，即团队离职创业行为。同时，目前也较少有研究关注团队离职过程中发起人与员工之间的相互选择过程，即离职团队的构建过程。本研究通过信号理论，从信号传递的角度关注了在发起人邀请员工进行离职创业时，影响员工追随发起人离职创业意愿的因素及机制。 根据团队离职的相关研究，在该情境中通常有一个发起人作为诱因，追随者通过评估创业环境、自身条件以及创业成功的可能性来决定是否要追随发起人进行离职创业行为。但是追随者并非创业项目的直接接触者，故很难了解到创业项目的全部信息，其中有些信息可能是难以传达的私人信息，亦有可能是因为发起人的有意隐瞒，最终结果为追随者与发起人之间形成了信息不对称，很难通过传统的指标去衡量创业项目的价值。在此情况下，信号理论可以有效解决信息不对称的问题，使追随者通过发起人发出的信号，如发起人的创业专用性人力资本、发起人对创业项目的信心等可观测的信号来有效评估是否要追随发起人进行离职创业行为。基于此，本研究提出两组研究问题：（1）发起人的创业专用性人力资本以及发起人对创业项目的信心所发出的信号水平是否会影响员工追随发起人进行离职创业的意愿；（2）创业机会的类型是否会对上述效应产生调节作用。本文基于以上问题提出研究假设并构建研究模型。 本研究采用实验室实验中的混合实验法，通过市场研究公司招募被试，并通过7级量表测量其在发起人处于不同的创业专用性人力资本、不同的创业信心以及不同的创业机会类型的情形下员工追随发起人进行离职创业意愿。最终回收有效数据262份，并以此为基础进行假设检验。最终实证研究结果表明，发起人的创业专用性人力资本以及对创业项目的信心能够正向影响员工追随其进行离职创业的意愿，同时上述效应在创业企业为创新性企业时更加显著。 本研究分析了团队离职创业的形成过程，以及发起人所传递不同的信号对员工追随其离职创业意愿的影响，并研究了不同的创业企业类型对员工追随发起人离职创业意愿的调节作用。
英文摘要：	With the popularization of project-based matrix organizational structure enterprises in recent years and the support of policies to encourage entrepreneurship and innovation, more and more project team members choose to lead colleagues and employees in the team to leave together, and choose to take the team as a unit conducts resignation and entrepreneurial activities. However, the current study mainly focuses on the entrepreneurial behavior of individual employees and the generalized behavior of switching employers of employee group turnover. However, less study has focused on the intersection of the two, that is, the entrepreneurial behavior of team turnover. At the same time, few studies have paid attention to the mutual selection process between sponsors and employees in the process of team resignation, that is, the construction process of resignation teams. This study focuses on the factors and mechanisms that influence employees' willingness to follow the initiator's resignation to start a business when the sponsor invites employees to leave to start a business. According to the relevant studies on team turnover, there is usually a promoter as an incentive in this situation, and followers decide whether to follow the promoter to conduct quitting entrepreneurial behavior by evaluating the entrepreneurial environment, their own conditions, and the possibility of entrepreneurial success. However, the followers are not the direct contacts of the entrepreneurial project, so it is difficult to know all the information of the entrepreneurial project. Some of the information may be private information that is difficult to convey, or it may be deliberately concealed by the sponsor. Information asymmetry is formed between sponsors, and it is difficult to measure the value of entrepreneurial projects through traditional indicators. In this case, signal theory can effectively solve the problem of information asymmetry, so that followers can effectively evaluate through the signals sent by the initiator, such as the initiator's specific human capital, the initiator's confidence in the entrepreneurial project and other observable signals. Whether to follow the promoter to resign and start a business. This study proposes two sets of study questions: (1) whether the specific human capital of the sponsor and the level of the signal sent by the sponsor's confidence in the entrepreneurial project will affect the willingness of employees to follow the sponsor to start a business; (2) Whether the type of entrepreneurial opportunity has a moderating effect on the above effect. Based on the above problems, this paper proposes study hypotheses and builds study models. This study adopts the mixed experiment method in laboratory experiments, and commissions a professional market research company to send questionnaires to the target subjects for data collection. Finally, 262 valid questionnaires are collected and tested on a one-time basis. The final empirical study results show that the sponsor's specific human capital and confidence in entrepreneurial projects can positively affect employees' willingness to follow him to start a business, and the above effects are more significant when the entrepreneurial enterprise is an innovative enterprise. This study analyzes the formation process of team resignation and entrepreneurship, as well as the influence of different signals transmitted by sponsors on employees' willingness to follow their resignation and entrepreneurship.
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