我国海外科研人才的需求分析及人才引进对策  

Talent policy: What matters for overseas Chinese scholars?

作　　者：张立伟[1] 王珏 ZHANG Li-wei;WANG Jue(International School of Innovation and Entrepreneurship,Shandong University,Qingdao 266237,China;Public Policy and Global Affairs,Nanyang Technological University,Singapore 639798,Singapore)

机构地区：[1]山东大学国际创新转化学院,山东青岛266237 [2]南洋理工大学公共政策与国际事务系,新加坡639798

出　　处：《科学学研究》2020年第8期1390-1396,1536,共8页Studies in Science of Science

基　　金：新加坡国家研究基金(SRIE023)。

摘　　要：当前我国正处于海外人才引进的战略机遇期,国际贸易战争、科技战争的形势使人才引进工作刻不容缓,探知海外人才的工作和生活需求是人才引进工作的前提。本文以我国在新加坡工作的科研人才为例,对科研人才的工作动机进行调研,对调研数据进行因子分析,探究我国海外科研人才的工作和生活需求。研究发现,职业发展早期的青年人才注重科研工作的机会、成长和发展等因素,科研骨干和领军人才对工作的稳定性、安全性和薪酬待遇等因素更为注重,同时也发现不同留学和生活背景的人才对工作和生活的需求也不相同。在此基础上,本文建议我国海外科研人才引进工作不应该采用统一的政策模式,而是要针对不同类型的人才采用不同的引进对策。Countries have been competing for talent globally.Similar as other countries,China has developed a set of policies to attract overseas scholars,especially Chinese scholars.However,the proportion of returnees with PhD degrees remains low.In order to better attract and retain talent,it is important to discover factors matter to them.Using Singapore as a case,we surveyed faculty with China-origin who are currently working in Singapore and identified the factors crucial for attracting overseas Chinese talents to the city-state.Based on factor analysis,we found that young scholars in early stage of career are more motivated by incentive factors in the working environment such as research support and career development opportunities,while established scholars pay more attention to hygiene factors for work such as job stability,remuneration and research network.The findings suggest that talent policies should have different priorities when targeting different groups of overseas scholars.

关 键 词：工作需求 科研激励 工作保健 人才引进 

分 类 号：G316[文化科学]