【摘要】 运用TOE框架和动态QCA方法，采用2016～2023年沪深A股上市国企面板数据，对高科技和非高科技行业国企人力资本结构优化组态进行定性比较分析。研究发现：高科技国企存在四条实现人力资本结构优化的组态，包括政府驱动型和行业驱动型两类；非高科技国企存在五条实现人力资本结构优化的组态，包括政府—党组织—技术协同型、政府—国企—技术协同型和多元协同型三类；动态分析结果表明不同组态都存在时间效应，其中高科技国企的优化组态呈现较为一致的变化趋势，非高科技国企的优化组态则波动性较大。研究结论为深入理解国企人力资本结构优化的驱动机制提供了系统性理论框架、动态性分析视角和异质性解释情境。鉴于此，政府应持续强化人才关注度与政策支持，兼顾区域、产业及企业属性差异，优化人才发展环境。高科技国企应夯实数智基建、厚植创新氛围，党建与人才管理深度匹配，借力混改完善人才机制、松绑人才授权，非高科技国企应依托人才政策，以党建引领引育先进技术，推动人才与技术价值链融合，为国企高质量发展筑强人才根基。更多还原

【Abstract】 Based on the TOE research framework, this study utilizes the panel data of SOEs listed on A-shares from 2016 to 2023 and adopts the dynamic QCA method to conduct a qualitative comparative analysis on the configurations of human capital structure upgrading in high-tech and traditional SOEs. Research findings high-tech SOEs exhibit four configurations for optimizing their human capital structure, including government-driven and industrydriven types; non-high-tech SOEs have five configurations for optimizing their human capital structure, including government-party organization-technology collaboration, government-SOE-technology collaboration, and diversified collaboration types; dynamic analysis results indicate that different configurations exhibit time effects, with the optimization configurations of high-tech SOEs showing a relatively consistent trend of change, while those of non-hightech SOEs exhibit greater volatility. This study offers a systematic theoretical framework, a dynamic analytical perspective, and a heterogeneous contextual explanation to deepen the understanding of the driving mechanisms behind human capital structure upgrading in SOE. In view of this, the government should continue to raise its attention to talent development and strengthen policy support, balance the structural differences in regions, industries and enterprise attributes, and optimize the talent development environment. High-tech SOEs should consolidate digital and intelligent infrastructure and foster a strong innovation culture, integrate Party building closely with talent management, leverage mixed-ownership reform to improve talent mechanisms and delegate more power to talents. Non-high-tech SOEs should rely on talent policies, take Party building as the guide to introduce and develop advanced technologies, and promote the integration of talent and technology value chains, thus laying a solid talent foundation for the high-quality development of SOEs.更多还原