基于扎根理论的科技人才流动阻滞因素及作用机理研究——以企业与高校科技人才双向流动为例

财经论丛 ›› 2018, Vol. 34 ›› Issue (5): 87-96.

基于扎根理论的科技人才流动阻滞因素及作用机理研究——以企业与高校科技人才双向流动为例

吴道友¹, 程佳琳²

浙江财经大学工商管理学院,浙江杭州 310018

收稿日期:2017-09-13 出版日期:2018-05-10 发布日期:2018-05-08
作者简介:吴道友(1975-),男,湖北赤壁人,浙江财经大学工商管理学院教授;程佳琳(1994-),女,浙江衢州人,浙江财经大学工商管理学院硕士生。
基金资助:
浙江省软科学重点研究项目(2016C25015);浙江省高校重大人文社科项目攻关计划项目(2016GH008)

Research on Blocking Factors and Mechanism of the Flow of Scientific andTechnological Talents Based on Grounded Theory—— A Case Study of the Two-Way Flow of Talents between Enterprises and Universities

WU Daoyou¹, CHENG Jialin²

School of Business Administration,Zhejiang University of Finance and Economics,Hangzhou, 310018

Received:2017-09-13 Online:2018-05-10 Published:2018-05-08

摘要/Abstract

摘要： 科技人才的自由流动是其充分发挥作用的基础和前提。企业是科技创新的主阵地,高校是科技人才的聚集地,因此,促进企业与高校科技人才双向流动有利于充分发挥产学研战略联盟的作用,实现企业与高校的共赢。当前科技人才在企业与高校间流动并不顺畅,本文通过对27位科技人才的深度访谈,运用扎根理论探索阻滞企业与高校科技人才双向流动的相关因素及作用机理。研究发现:传统保守观念、负向心理情境、岗位考评差异、潜在流动成本这四类因素对企业与高校科技人才的双向流动存在显著的阻滞作用。在此基础上,本文构建企业与高校科技人才双向流动的阻滞因素模型,旨在为企业与高校科技人才在科技创新体系中合理流动提供参考与借鉴。

关键词: 科技人才, 双向流动, 扎根理论, 阻滞因素

Abstract: The free flow of scientific and technological talents is the foundation and prerequisite for their full play. Enterprises are the main place of scientific and technological innovation, and universities are the gathering place of scientific and technological talents. Promoting the two-way flow of scientific and technological talents between universities and enterprises is conducive to making full use of strategic alliance of industry-academy-research. However, the current flow of scientific and technological talents between universities and enterprises is impeded. So this paper explores the factors that impede the two-way flow of scientific and technological talents between enterprises and universities. The results show that the four main categories which include traditional values, negative psychological situation, job evaluation difference, and potential liquidity cost have significant blocking effect on the two-way flow of scientific and technological talents between enterprises and universities. On this basis, this paper explores the constituent factors of the above four main categories and the mechanism of the two-way flow of scientific and technological talents between enterprises and universities. It aims to provide reference for the reasonable flow of talents in science and technology innovation system.

Key words: Scientific and Technological Talents, Two-Way Flow, Grounded Theory, Blocking Factor

中图分类号:

吴道友, 程佳琳. 基于扎根理论的科技人才流动阻滞因素及作用机理研究——以企业与高校科技人才双向流动为例[J]. 财经论丛, 2018, 34(5): 87-96.

WU Daoyou, CHENG Jialin. Research on Blocking Factors and Mechanism of the Flow of Scientific andTechnological Talents Based on Grounded Theory—— A Case Study of the Two-Way Flow of Talents between Enterprises and Universities[J]. , 2018, 34(5): 87-96.

参考文献

[1] 赵曙明,李乾文,张戌凡.创新型核心科技人才培养与政策环境研究——基于江苏省625份问卷的实证分析[J]. 南京大学学报(哲学·人文科学·社会科学),2012,49(3):49-57.
[2] 梁伟年.中国人才流动问题及对策研究[D]. 武汉:华中科技大学博士学位论文,2004.
[3] 何洁,王灏晨,郑晓瑛.高校科技人才流动意愿现况及相关因素分析[J]. 人口与发展,2014,20(3):24-32.
[4] 佚名.《“十三五”国家科技人才发展规划》印发[J]. 中国人才,2017,(5):7.
[5] 吴道友,刘文献.浙江省科技管理干部队伍建设现状及对策研究[J]. 产业与科技论坛,2012,(11):127-129.
[6] 纪建悦,朱彦滨.基于面板数据的我国科技人才流动动因研究[J]. 人口与经济,2008,(5):32-37.
[7] 汪志红,谌新民.珠三角地区中小型转型升级企业人才结构、流动与开发[J]. 经济管理,2016,(4):36-45.
[8] 杨敏,安增军.产业转移背景下科技人才流动模型研究——基于福建省的实证调研[J]. 东南学术,2015,(5):140-147.
[9] 刘航.南京企业科技人才流动影响因素分析及对策研究[D]. 南京:南京航空航天大学硕士学位论文,2008.
[10] Alferaih A. Developing a Conceptual Model to Measure Talent's Turnover Intention in Tourism Organisations of Saudi Arabia[J]. International Journal of Organizational Analysis, 2017, 25(1),pp.2-23.
[11] Anton G., Sonja G. Intention to Quit as Precursor of Voluntary Turnover: Person–Organization Fit and the Psychological Contract-a Talent Management Quandary[J]. South African Journal of Labour Relations,2016,40(2),pp.55-76.
[12] Al-Sharafi H., Rajiani I. Leadership Practices and Talent Turnover: Study on Yemeni Organizations[J]. Business & Management Research,2013,2(3),pp.60-67.
[13] Liu R. The Mid-High-End Talent's Job Embeddedness, Turnover Intention, and Cooperative Behavior: Job Insecurity as a Moderator[C]. International Conference on Management and Service Science, IEEE, 2011,pp.1-5.
[14] Karen J. Maintaining the Flow of Talent Through Apprenticeships[J]. Strategic Hr Review,2014,13(2),pp.424-425.
[15] Anonymous. Successful Mentoring Programs Reduce Turnover, Keep Talent[J]. Design Firm Management and Administration Report,2007,7(11),pp.1-3.
[16] Bryant P. C., Allen D. G. Compensation, Benefits and Employee Turnover HR Strategies for Retaining Top Talent[J]. Compensation & Benefits Review,2013,45(3),pp.171-175.
[17] 丹聆.为人才流动立规——高校人才诚信体系建设与高层次人才合理流动[J]. 中国高等教育,2017,(5):4-6.
[18] 生云龙,刘婉华.高校人才流动过程中的非理性问题研究[J]. 中国高教研究,2006,(2):35-38.
[19] 柳冰.影响高校科技人才流动的因素与激励机制构建[J]. 中国高校科技,2014,(11):32-33.
[20] Yan G., Yue Y., Niu M. An Empirical Study of Faculty Mobility in China[J]. Higher Education,2015,69(4),pp.527-546.
[21] 刘进,沈红.中国研究型大学教师流动:频率、路径与类型[J]. 复旦教育论坛,2014,12(1):42-48.
[22] 刘进,沈红.大学教师流动影响因素研究的文献述评——语义、历史与当代考察[J]. 现代大学教育,2015,(3):78-85.
[23] Smart J. C. A Causal Model of Faculty Turnover Intentions[J]. Research in Higher Education,1990,31(5),pp.405-424.
[24] Xu Y. J. Gender Disparity in STEM Disciplines: A Study of Faculty Attrition and Turnover Intentions[J]. Research in Higher Education,2008,49(7),pp.607-624.
[25] Tolbert P. S., Simons T., Andrews A., et al. The Effects of Gender Composition in Academic Departments on Faculty Turnover[J]. Industrial & Labor Relations Review,1995,48(3),pp.562-579.
[26] Ehrenberg R., Kasper H., Rees D. Faculty Turnover at American Colleges and Universities: Analyses of AAUP data[J]. Economics of Education Review,1990,10(1),pp.202–208.
[27] Daniels J. P., Shane H. M., Wall J. L. Faculty Turnover Within Academics: The Case of Business Professors[J]. Business Horizons,1984, 27(4),pp.70-74.
[28] 陈向明.扎根理论的思路和方法[J]. 教育研究与实验,1999,(4):58-63.
[29] 费小冬.扎根理论研究方法论:要素、研究程序和评判标准[J]. 公共行政评论,2008,1(3):23-43.
[30] 贾旭东,谭新辉.经典扎根理论及其精神对中国管理研究的现实价值[J]. 管理学报,2010,7(5):656-665.
[31] 王建明,王俊豪.公众低碳消费模式的影响因素模型与政府管制政策——基于扎根理论的一个探索性研究[J]. 管理世界,2011,(4):58-68
[32] Seo E. H. The Relationships Among Procrastination, Flow, and Academic Achievement[J]. Social Behavior & Personality: An International Journal,2011,39(2),pp.209-217.
[33] Eunju Lee. The Relationship of Motivation and Flow Experience to Academic Procrastination in University Students[J]. Journal of Genetic Psychology,2005,166(1),pp.5-15.
[34] 韩淑娟,颛慧玲,武汉祥.基于Order Probit模型的家庭化流动影响因素分析[J]. 经济问题, 2017,(1):92-95.
[35] 周皓.中国人口迁移的家庭化趋势及影响因素分析[J]. 人口研究, 2004,28(6):60-69.
[36] 陈卫,刘金菊.人口流动家庭化及其影响因素——以北京市为例[J]. 人口学刊,2012,(6):3-8.
[37] 李丽莉,张富国.高校创新型人才流动问题及对策研究[J]. 社会科学战线,2011,(2):247-249.
[38] 夏茂林,冯文全.定期轮换制度下流动教师利益补偿机制探讨[J]. 教师教育研究,2011,(1):39-43.
[39] 殷凯,彭恬.高校教师绩效考评的灰色关联综合测度[J]. 统计与决策.2017,(22):90-93.
[40] 王小琴.高科技企业科技人才评价与激励[J]. 科研管理,2007,28(ZK):45-51.
[41] 张同全,高建丽.胶东半岛科技型人才流动意愿[J]. 中国科技论坛,2012,(7):127-131.
[42] Guagnano G. A., Stern P. C., Dietz T. Influences on Attitude-Behavior Relationships: A Natural Experiment with Curbside Recycling[J]. Environment & Behavior,1995,27(5),pp.699-718.