Abstract: Based on China's original and innovative human capital system framework, using 30 provinces in China as samples, this paper for the first time uses the fuzzyset qualitative comparative analysis (fsQCA) method to study the joint effects of six important human capital systems on innovation performance and the interaction between different systems. The research shows that: any single system is not a necessary condition for high innovation performance, nor is it able to constitute a sufficient condition. Only a combination of multiple systems can improve innovation performance. There are five paths to support high innovation performance in China, which can be further divided into three models: “financialoriented” model, “innovatororiented” model and “performancemaintaining” model. In the financialoriented model, the developed human capital credit system objectively protects the supernormal tacit knowledge, thus partially replacing the ordinary property right system and pricing system. In the innovatororiented model, there is a complementary relationship among the security system, the property rights system and the evaluation system. In the performancemaintaining model, the education system can make up for the lack of the property right system, but it is difficult to continue due to the brain drain. This paper supplements and develops China's original and innovative human capital system framework, and provides useful inspiration for governments.

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摘要： 基于中国原始创新型人力资本制度理论，以我国30个省级行政区为样本，使用模糊集定性比较分析（fsQCA）方法，研究了六项人力资本制度对区域创新绩效的联合效应及互动关系。研究表明：任何单一制度都不是高创新绩效的必要条件，也不足以构成充分条件，只有多项制度的组合才能有效提高创新绩效。我国存在五种引致高创新绩效的人力资本制度路径，这五种路径可以进一步归类为金融本位模式、创新者本位模式和绩效维持模式。金融本位模式中，发达的人力资本信用制度客观上保护了超常型默示知识，部分替代了产权制度和定价制度的功能；创新者本位模式中，保障制度、产权制度、定价制度三者间存在互补关系；绩效维持模式中，培育制度能够一定程度上弥补产权制度的缺失，但由于人才流失而难以持续。本文补充和发展了中国原始创新型人力资本制度理论，并为各地政府提供了有益启示。

关键词: 人力资本制度, 区域创新绩效, 模糊集定性比较分析, 创新模式