| 我国大学高层次人才流动规律研究——来自6类项目人才简历的实证分析 |
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| 引用本文： | 徐娟,王泽东.我国大学高层次人才流动规律研究——来自6类项目人才简历的实证分析[J].高校教育管理,2020(2):105-115. |
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| 作者姓名： | 徐娟 王泽东 |
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| 作者单位： | 鲁东大学教育科学学院 |
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| 基金项目： | 国家社会科学基金一般项目(19BGL223)。 |
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| 摘 要： | 高校之间的人才竞争带来了我国大学高层次人才的“大流动”。通过对我国6类项目人才9534份简历信息的提取与统计,本研究初步分析了我国大学高层次人才流动的规律。本研究发现,超过1/3的大学高层次人才入职后发生流动,流动率随着学术层级的提升而逐渐提高,但无明显学科差异;大学高层次人才流动次数离散度较大,但多集中且倾向于1次,不同学术层级、学科间差异较大;大学高层次人才平均约9年流动1次,并呈现出流动周期随着学术层级的提升而逐渐延长的趋势。项目人才称号作为一种强有力的流动资本,在一定程度上弱化了学科属性因素对流动行为的影响;在单位制到聘任制的演进性制度变迁进程中前者的影响力依然强大,这成为流动频率偏低的制度根源;大学高层次人才的流动速度与学术层级之间存在资历惩罚现象。基于此,我国需警惕项目人才称号作为强有力的流动资本所带来的潜在风险;消除“双轨制”治理格局中的流动障碍;规范高端学术劳动力市场中的定价机制。
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| 关 键 词： | 大学高层次人才 人才流动 流动规律 项目人才 “双一流”建设 |
The regularity of university high-level talent mobility in China:based on the empirical analysis of resumes of six project talents |
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| XU Juan,WANG Zedong.The regularity of university high-level talent mobility in China:based on the empirical analysis of resumes of six project talents[J].Journal of higher Education Management,2020(2):105-115. |
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| Authors: | XU Juan WANG Zedong |
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| Institution: | (School of Educational Science, Ludong University, Yantai 264011, China) |
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| Abstract: | Under the competition for talents between universities,the university high-level talents in our country have entered the age of"great flow".The article selects 9534 resumes of six project talents for effective information extraction and statistical analysis,and researches the regularity of university high-level talents′mobility in China.The study shows that,more than a third of university high-level talents have moved since they started work,and the turnover rate increases with the promotion of academic levels but has no obvious differences in disciplines;flow frequency of university high-level talents has a large dispersion,but concentrates and tends to 1 frequency,and there are great differences among different academic levels and disciplines;there is a flow of university high-level talents about every nine years,and it shows a tendency to gradually extend the mobility cycle with academic level being promoted.The research shows that,as a kind of powerful flow capital,the title of Project Talent weakens the influence of discipline attribute factors on the mobility behavior to some extent;during the evolution from the unit system to the appointment system,the former′s influence remains strong,which has become the root cause of the low flow frequency;there are the phenomenon of Negative Returns to Seniority(NRS)between high-level talents′flow speed and academic hierarchy.Hence,we need to be aware of the potential risks of the title of Project Talent being powerful flow capital,remove the mobility barriers in the"two-track system"personnel governance pattern,and standardize the price mechanism in the high-level academic labor market. |
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| Keywords: | university high-level talents talent mobility mobility regularity project talents "Double First-Class"construction |
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