AI 中文总结
本研究通过整合领英相关数据，实证发现远程工作能提升初创企业的技能互补性，且会推动其形成更层级化的组织结构，为初创企业人才获取与组织设计提供了新视角。
AI 中文摘要
远程工作是数字基础设施支撑的常见职场灵活实践，但其对企业人才构成与组织结构的影响仍未得到充分探索。这一问题对初创企业尤为重要，这类企业往往受限于本地劳动力市场的人才获取。我们聚焦技能互补性，这是对初创企业早期发展至关重要的人才构成维度。通过整合领英（LinkedIn）职位发布、工人技能及工人流动数据，我们研究远程工作对初创企业技能互补性的影响。我们发现，更高的远程工作强度会提升企业层面的技能互补性，主要通过帮助初创企业招聘到技能更匹配其招聘需求的新员工，以及使其技能组合与现有员工形成多元化。我们进一步表明，这种劳动力构成的转变会带来组织层面的后果：远程工作与因技能互补性提升而形成的更复杂的组织层级相关。这些发现表明，对初创企业而言，远程工作不仅是一项灵活政策，更是一种招聘机制，能帮助年轻企业在资源约束下汇聚互补性人才；同时，这可能推动初创企业转向更层级化的结构，这类结构作为正式协调机制，可有效实现更互补的劳动力队伍的价值。
英文摘要
Remote work is a common practice of workplace flexibility enabled by digital infrastructure, yet its implications for firms' talent composition and organizational structure remain underexplored. This question is especially important for startups, which often operate with constraints in accessing talent through local labor markets. We focus on skill complementarity, a dimension of talent composition that is critical to startups' early-stage development. By integrating LinkedIn job postings, worker skills, and worker mobility data, we study the impact of remote work on skill complementarity in startups. We find that higher remote work intensity increases firm-level skill complementarity, primarily by helping startups recruit new workers whose skills better match the firms' hiring needs and diversify from the skill sets of existing employees. We further show that this shift in workforce composition carries organizational consequences: remote work is associated with greater organizational hierarchy through increased skill complementarity. These findings suggest that, for startups, remote work is not merely a flexibility policy but a hiring mechanism that helps young firms assemble complementary talent despite resource constraints. At the same time, this may push startups toward more hierarchical structures, which serve as formalized coordination mechanisms to effectively achieve the value of a more complementary workforce.
