高新技术企业研发人才流动研究
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摘要
高新技术企业是一种融合知识、技术和人才,并以追求创新为核心任务的企业组织。随着自主创新成为我国国家发展战略的核心,高新技术产业近几年得到了较快的发展,已经成为我国国民经济的战略先导产业,并且成为我国经济结构调整和发展方式转变的重要推动力量。高新技术企业研发人才作为企业研发活动的主力军,在高新技术企业自主创新活动中起着决定性作用,是决定高新技术企业成败的核心资源。由于我国高新技术企业进人机制、用人机制、留人机制等方面存在许多缺陷和问题,高新技术企业面临着研发人才流失的严峻局面。如何吸引和留住研发人才成为学术界和企业界都十分关心的问题。因此,研究高新技术企业研发人才流动的规律和内在机理,对引导高新技术企业研发人才合理、有序流动,促进高新技术企业可持续发展有重要的理论和现实意义。
高新技术企业研发人才作为独特的人才群体,具有与其他人才不同的特征,其流动具有不同于其他人才的特征和规律。本文以高新技术企业研发人才流动为研究对象,采用理论和实证分析相结合的方法,分析了高新技术企业研发人才流动的特征及其特殊影响,探讨了高新技术企业研发人才离职的影响因素和择业的关注因素,并有针对性地提出了高新技术企业研发人才合理流动的管理策略。
首先,在分析高新技术企业、研发活动、研发人才等概念基本内涵和特征的基础上,借助扎根理论研究方法,归纳了高新技术企业研发人才流动的五大特征和三个独特的影响。高新技术企业研发人才流动的五大特征：高新技术企业研发人才流动的“趋外”现象、高新技术企业研发人才流动的“趋新”现象、高新技术企业研发人才流动的“趋群”现象、高新技术企业研发人才流动的“普高”现象、高新技术企业研发人才流动的“弱距离”现象。高新技术企业研发人才流动的三个独特的影响：高新技术企业研发人才流动的成长效应、高新技术企业研发人才流动的聚集效应、高新技术企业研发人才流动的创新效应。
其次,借助主成分分析、方差分析和结构方程模型,对高新技术企业研发人才离职的影响因素进行了实证研究。通过主成分分析,提炼出了高新技术企业研发人才离职的七个影响因素：企业及个人发展前景、当地环境、个人与组织匹配度、企业工作条件、企业内部环境、当地公共设施、收入水平。通过对结构方程模型的检验和因素分析,得出了高新技术企业研发人才离职影响因素的强度,其影响强度的大小排序依次是：企业工作条件、企业内部环境、企业及个人发展前景、个人组织匹配度、当地环境、当地公共设施、收入水平。通过方差分析,高新技术企业研发人才与非研发人才离职影响因素在“个人组织匹配度”和“企业内部环境”两个维度上有显著差异,“个人组织匹配度”因素对高新技术企业研发人才离职的影响要高于对高新技术企业非研发人才离职的影响,“企业内部环境”因素对高新技术企业研发人才离职的影响要低于对高新技术企业非研发人才离职的影响；高新技术企业研发人才与非高新技术企业人才离职影响因素在“当地环境”维度上有显著差异,该因素对高新技术企业研发人才离职的影响强度要高于对非高新技术企业人才离职的影响。
再次,借助回归分析,对高新技术企业研发人才择业的关注因素进行了研究。通过回归分析,假设的12项高新技术企业研发人才择业关注因素中,有单位的社会声誉、收入、生活环境、研发文化、培训等5项对高新技术企业研发人才择业意愿具有显著性影响,而且该5项因素均与高新技术企业研发人才择业意愿存在正相关关系。这种影响又以“单位的社会声誉”这一因素最为强烈。
最后,以促进高新技术企业研发人才合理流动为目标,以对高新技术企业研发人才流动特征及影响、离职影响因素、择业关注因素的研究为理论基础,提出了有针对性的高新技术企业研发人才的管理策略,包括研发人才的吸引策略和保持策略。
Hi-tech enterprises are organizations combining knowledge, techniques and talents, and counting on innovation as core mission. Since innovation has played a key role in the national strategy, Hi-tech industry recently has a great development. It has been the decisive force for promoting economic restructuring and developmental changing of pattern as a precursor of national economy. R&D talent is crucial to high-tech enterprises; as main force, they play an important role in the process of innovation. However, we have to face the situation of drain of R&D talent in hi-tech enterprises, because the problem in their mechanism of absorbing talent, mechanism of employing talents, and mechanism of keeps talents with the characteristics of the talents their own. So how to absorb and retain R&D talent, to keep the stability of R&D team, and to avoid drain of R&D talent is becoming the problem which get lots of attention from academic and business fields. Therefore, studying internal regulations and mechanism of R&D talent flow in hi-tech enterprises has a great significance in talent reasonable flow and enterprises sustainable development.
Considering R&D talents in hi-tech enterprises are different from others with their own features of flow, this thesis studies R&D flow in hi-tech enterprises with theoretical and empirical methods, analyses the characteristics and special influence, concludes the factors of their choosing job and turnover, and gives suggestions on the management tactics of R&D rational flow in hi-tech enterprises.
This study will begin with the analysis of connotations and characteristics of high-techniques, hi-tech enterprises, R&D activities and R&D talent. Using the method of grounded theory, five features and three distinct effect of R&D talent flow will be analyzed. These five features are: "trend outside" "trend of new" "trend cluster" "plateau" "weak distance". Three effects are growth effect, aggregation and innovation effect.
Secondly, using principal component analysis, variance analysis and models of structure equations, do empirical study on the causes of talent turnover. Through principal component analysis, we can conclude seven factors:enterprises and individual prospect, local environment, personal organization matching degrees, working condition, internal environment, local public facilities, and income level. Then, model of structure equations was examined and analyzed; we can get the sequence which gives the effect of turnover talent:working conditions in enterprises, internal environment, business prospects and personal development, Personal organization matching degrees, the local environment, local public facilities, income levels. Through variance analysis, R&D talent and non-R&D talent of hi-tech enterprises are significantly different in the dimension of "personal organization matching degree" and "internal environment". "Personal organization matching degree" has a greater influence on the R&D talent than non-R&D talent, but for "internal environment", it's less than non-R&D talent; in the dimension of "local environment", the strength on the hi-tech R&D talent is higher than it is on the non-high-tech talent.
In addition, factors of R&D talent choosing jobs in hi-tech enterprises will be analyzed with regression analysis. After regression analysis, five factors have significant influence in the process of their choosing jobs among the assumed twelve factors. They are reputation of the company, income, environment, R&D culture, and staff training; all have positive correlation with their will of choosing jobs. Among the five factors, the "reputation of the company" is the most important one.
Finally, this thesis, based on the research of features and influence of R&D flow, and on the factors of their choosing job and turnover, introduces relevant management tactics, including Attracting Tactics and Preserving Tactics to promote R&D talent reasonable flow.
高新技术企业研发人才作为独特的人才群体,具有与其他人才不同的特征,其流动具有不同于其他人才的特征和规律。本文以高新技术企业研发人才流动为研究对象,采用理论和实证分析相结合的方法,分析了高新技术企业研发人才流动的特征及其特殊影响,探讨了高新技术企业研发人才离职的影响因素和择业的关注因素,并有针对性地提出了高新技术企业研发人才合理流动的管理策略。
首先,在分析高新技术企业、研发活动、研发人才等概念基本内涵和特征的基础上,借助扎根理论研究方法,归纳了高新技术企业研发人才流动的五大特征和三个独特的影响。高新技术企业研发人才流动的五大特征：高新技术企业研发人才流动的“趋外”现象、高新技术企业研发人才流动的“趋新”现象、高新技术企业研发人才流动的“趋群”现象、高新技术企业研发人才流动的“普高”现象、高新技术企业研发人才流动的“弱距离”现象。高新技术企业研发人才流动的三个独特的影响：高新技术企业研发人才流动的成长效应、高新技术企业研发人才流动的聚集效应、高新技术企业研发人才流动的创新效应。
其次,借助主成分分析、方差分析和结构方程模型,对高新技术企业研发人才离职的影响因素进行了实证研究。通过主成分分析,提炼出了高新技术企业研发人才离职的七个影响因素：企业及个人发展前景、当地环境、个人与组织匹配度、企业工作条件、企业内部环境、当地公共设施、收入水平。通过对结构方程模型的检验和因素分析,得出了高新技术企业研发人才离职影响因素的强度,其影响强度的大小排序依次是：企业工作条件、企业内部环境、企业及个人发展前景、个人组织匹配度、当地环境、当地公共设施、收入水平。通过方差分析,高新技术企业研发人才与非研发人才离职影响因素在“个人组织匹配度”和“企业内部环境”两个维度上有显著差异,“个人组织匹配度”因素对高新技术企业研发人才离职的影响要高于对高新技术企业非研发人才离职的影响,“企业内部环境”因素对高新技术企业研发人才离职的影响要低于对高新技术企业非研发人才离职的影响；高新技术企业研发人才与非高新技术企业人才离职影响因素在“当地环境”维度上有显著差异,该因素对高新技术企业研发人才离职的影响强度要高于对非高新技术企业人才离职的影响。
再次,借助回归分析,对高新技术企业研发人才择业的关注因素进行了研究。通过回归分析,假设的12项高新技术企业研发人才择业关注因素中,有单位的社会声誉、收入、生活环境、研发文化、培训等5项对高新技术企业研发人才择业意愿具有显著性影响,而且该5项因素均与高新技术企业研发人才择业意愿存在正相关关系。这种影响又以“单位的社会声誉”这一因素最为强烈。
最后,以促进高新技术企业研发人才合理流动为目标,以对高新技术企业研发人才流动特征及影响、离职影响因素、择业关注因素的研究为理论基础,提出了有针对性的高新技术企业研发人才的管理策略,包括研发人才的吸引策略和保持策略。
Hi-tech enterprises are organizations combining knowledge, techniques and talents, and counting on innovation as core mission. Since innovation has played a key role in the national strategy, Hi-tech industry recently has a great development. It has been the decisive force for promoting economic restructuring and developmental changing of pattern as a precursor of national economy. R&D talent is crucial to high-tech enterprises; as main force, they play an important role in the process of innovation. However, we have to face the situation of drain of R&D talent in hi-tech enterprises, because the problem in their mechanism of absorbing talent, mechanism of employing talents, and mechanism of keeps talents with the characteristics of the talents their own. So how to absorb and retain R&D talent, to keep the stability of R&D team, and to avoid drain of R&D talent is becoming the problem which get lots of attention from academic and business fields. Therefore, studying internal regulations and mechanism of R&D talent flow in hi-tech enterprises has a great significance in talent reasonable flow and enterprises sustainable development.
Considering R&D talents in hi-tech enterprises are different from others with their own features of flow, this thesis studies R&D flow in hi-tech enterprises with theoretical and empirical methods, analyses the characteristics and special influence, concludes the factors of their choosing job and turnover, and gives suggestions on the management tactics of R&D rational flow in hi-tech enterprises.
This study will begin with the analysis of connotations and characteristics of high-techniques, hi-tech enterprises, R&D activities and R&D talent. Using the method of grounded theory, five features and three distinct effect of R&D talent flow will be analyzed. These five features are: "trend outside" "trend of new" "trend cluster" "plateau" "weak distance". Three effects are growth effect, aggregation and innovation effect.
Secondly, using principal component analysis, variance analysis and models of structure equations, do empirical study on the causes of talent turnover. Through principal component analysis, we can conclude seven factors:enterprises and individual prospect, local environment, personal organization matching degrees, working condition, internal environment, local public facilities, and income level. Then, model of structure equations was examined and analyzed; we can get the sequence which gives the effect of turnover talent:working conditions in enterprises, internal environment, business prospects and personal development, Personal organization matching degrees, the local environment, local public facilities, income levels. Through variance analysis, R&D talent and non-R&D talent of hi-tech enterprises are significantly different in the dimension of "personal organization matching degree" and "internal environment". "Personal organization matching degree" has a greater influence on the R&D talent than non-R&D talent, but for "internal environment", it's less than non-R&D talent; in the dimension of "local environment", the strength on the hi-tech R&D talent is higher than it is on the non-high-tech talent.
In addition, factors of R&D talent choosing jobs in hi-tech enterprises will be analyzed with regression analysis. After regression analysis, five factors have significant influence in the process of their choosing jobs among the assumed twelve factors. They are reputation of the company, income, environment, R&D culture, and staff training; all have positive correlation with their will of choosing jobs. Among the five factors, the "reputation of the company" is the most important one.
Finally, this thesis, based on the research of features and influence of R&D flow, and on the factors of their choosing job and turnover, introduces relevant management tactics, including Attracting Tactics and Preserving Tactics to promote R&D talent reasonable flow.
引文
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