CAJ | 학술논문

本文在通过专用性人力资本与非人力资本和通用性人力资本的对比，总结出专用性人力资本特性的基础上，探讨了专用性人力资本的治理机制，并通过一个博弈模型分析了专用性人力资本如何参与组织租金的创造及分配。研究表明，专用性人力资本具有的主动性、不可替代性、边际生产力高等特性，决定了只有双边治理才是恰当的治理模式；专用性人力资本可以通过调整自身的努力水平来促使非人力资本出让部分组织租金．达到合作共赢的目的。
본문재통과전용성인력자본여비인력자본화통용성인력자본적대비，총결출전용성인력자본특성적기출상，탐토료전용성인력자본적치리궤제，병통과일개박혁모형분석료전용성인력자본여하삼여조직조금적창조급분배。연구표명，전용성인력자본구유적주동성、불가체대성、변제생산력고등특성，결정료지유쌍변치리재시흡당적치리모식；전용성인력자본가이통과조정자신적노력수평래촉사비인력자본출양부분조직조금．체도합작공영적목적。
The paper summarizes the characters of specific human capital through the eomparsion it with non-human capital and general human capital, and studies the governance mechanism of specific human capital, and develops a game model, we analyze how do the specific human capital take part in the creation and distribution of organization rents. It＇ s shown, since the initiative, irreplaceable and high-margin production character of specific human capital, bi-lateral governance mechanism is the suitable governance mode. Through adjust its effort level, specific human capital could enjoy part of the organization rents and achieve win win.