中国省域高端人才空间分布及变动趋势:2000-2015年
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摘要
基于中国大陆2000-2015年31个省份的数据,文中以高端人才占有率和高端人才密度为核心指标,对高端人才在中国各省的空间分布以及变化趋势进行实证研究。主要结论如下:高端人才重心依然在以京、沪、苏为核心的环渤海湾和长江三角洲地区,但经历了由北向南再向北变迁的发展历程,并出现向中西部流动的态势;工资水平、高等教育培养能力是影响高端人才流动决策的主要驱动要素,但同时也会考虑公共交通服务。城市化对高端人才流动呈现负作用,人才流动趋于理性。要解决地区高端人才空间不均衡问题,不能单纯依靠给予高的薪酬待遇,发展地区经济、提高公共服务水平才是根本出路。
Based on the data from 31 provinces in China in 2000-2015,this research explored the spatial distribution and trends of high-level talent in China 's provinces with evaluation indicators of high-level talent share and high-level talent density. The result show that:the center of high-level talent remains at the core of the Bohai Bay with Beijing as the core and the Yangtze River Delta region with Shanghai and Suzhou as the core,but it has experienced the development history of North-South-North and there's a trend to flow to the Midwest. The spatial aggregation of high-level talent is affected by multiple factors such as regional wage differentials,education levels,and public service levels. Urbanization has a negative effect on the flow of high-level talent,and talent flow tends to be rational. To solve the problem of unbalance of high-level talent,we cannot simply rely on giving higher remunerations,but showld develop the regional economy and improve the level of public services in the region.
Based on the data from 31 provinces in China in 2000-2015,this research explored the spatial distribution and trends of high-level talent in China 's provinces with evaluation indicators of high-level talent share and high-level talent density. The result show that:the center of high-level talent remains at the core of the Bohai Bay with Beijing as the core and the Yangtze River Delta region with Shanghai and Suzhou as the core,but it has experienced the development history of North-South-North and there's a trend to flow to the Midwest. The spatial aggregation of high-level talent is affected by multiple factors such as regional wage differentials,education levels,and public service levels. Urbanization has a negative effect on the flow of high-level talent,and talent flow tends to be rational. To solve the problem of unbalance of high-level talent,we cannot simply rely on giving higher remunerations,but showld develop the regional economy and improve the level of public services in the region.
引文
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[11]Ravenstein E G. The laws of migration[J]. Journal of the Statistical Society of London,1885,48(2):167-235.
[12]李传志,张兵.珠三角"用工荒"的思考[J].经济问题,2015(8):122-124.
[2]方志.我国人才省级分布及其影响因素研究[J].青海社会科学,2014,8(4):71-79.
[3]姜怀宇,徐效坡,李铁立. 1990年代以来中国人才分布的空间变动分析[J].经济地理,2005,25(5):702-706.
[4]张建伟,杜德斌,姜海宁.江苏省科技人才区域差异演变研究[J].地理科学,2011,22(3):378-384.
[5]周桂荣,杜卓.我国科技人才区域分布存在的问题及对策[J].天津师范大学学报(社会科学版),2005(6):19-24.
[6]张樨樨.中国人才集聚的理论分析与实证研究[M].北京:首都经济贸易大学出版社,2010:13.
[7]Florida R. The flight of the creative class[J]. Liberal Education,2007,92(3):741-752.
[8]徐宝芳.论人才地域分布[J].内蒙古师范大学学报(哲学社会科学版),1994(2):120-128.
[9]舒尔茨.论人力资本投资[M].吴珠华,等译.北京:北京经济学院出版社,1990:18.
[10]魏浩,赵春明,申广祝.全球人才跨国流动的动因、效应与中国的政策选择[J].世界经济与政治论坛,2009(6):19-26.
[11]Ravenstein E G. The laws of migration[J]. Journal of the Statistical Society of London,1885,48(2):167-235.
[12]李传志,张兵.珠三角"用工荒"的思考[J].经济问题,2015(8):122-124.