高校引进人才流失意图影响因素分析——以黑龙江省哈尔滨市H高校为例  

Empirical Analysis on the Influence Factors of Introduced Talents' Turnover Intention of Colleges and Universities:Taking a University in Harbin as an Example

作　　者：杨威[1] 杨芳侠 

机构地区：[1]哈尔滨工程大学大学德育与青年心理研究中心 [2]哈尔滨工程大学人文社会科学学院社会学系

出　　处：《中国人口科学》2011年第2期102-110,112,共9页Chinese Journal of Population Science

基　　金：黑龙江省社会科学基金(08D016);黑龙江省高校青年学术骨干支持计划(1154043);哈尔滨工程大学青年骨干教师支持计划(HEUQG1001)的资助

摘　　要：文章以哈尔滨市H高校为例,描述和探讨了高校人才流失意图的现状及其影响因素的作用情况。研究发现,高校引进人才的流失意图普遍较低,群体态度倾向于积极;性别、学科、年收入、抚养子女数、来校工作时间对流失意图有显著影响;组织承诺度与流失意图呈显著负相关,且这种影响不受人口特征的影响;工作满意度及工作投入度均通过组织承诺度间接影响流失意图。By the 21st century,the brain drain in China's colleges and universities has become a commonly concerned social issue.By employing the multiple linear regression this paper analyses the status and factors of brain drain in one university in Harbin.The results reveal that the turnover intention of the introduced talents in this university is generally low,and the group holds a positive attitude.Other significant variables include gender,discipline,income,number of dependent children,and work duration.Organizational commitment is significantly negatively related to turnover intention,and it seems not to be mediated by demographic variables.Job satisfaction and job involvement can influece turnover intention indirectly through organizational commitment.

关 键 词：高校引进人才 流失意图 工作满意度 工作投入度 组织承诺度 

分 类 号：G649.2[文化科学—高等教育学]