不同聘任方式中个人-组织匹配对科研人员离职影响的差异研究  

The Difference of the Influence of Person-Organization Fit on the Resignation Plan of Researchers in Employment

作　　者：刘霄 袁家浩 孙俊华[1] Liu Xiao;Yuan Jiahao;Sun Junhua(Institute of Education,Nanjing University,Nanjing 210023,China;School of Pediatrics,Nanjing Medical University,Nanjing 211166,China)

机构地区：[1]南京大学教育研究院,江苏南京210023 [2]南京医科大学儿科学院,江苏南京211166

出　　处：《中国科技论坛》2023年第10期119-129,共11页Forum on Science and Technology in China

基　　金：国家自然科学基金面上项目“高校创业教育的有效性研究:测量方法、作用机制与情境因素”(71974093)。

摘　　要：如何通过组织支持满足科研人员的需求来提升其与组织的匹配度进而有效吸引和留住顶尖科研人才是科研管理的关键问题。利用全球16个国家的2418位全职科研人员的调查数据,结合个人需求和组织支持测度了科研人员与组织的匹配度,并构建结构方程模型实证分析了个人-组织匹配对科研人员离职倾向的影响机制。研究发现,与全球平均水平相比,我国科研人员获得的组织支持更少,个人-组织匹配度略低,工作满意度更低,离职倾向更高;相较于终身制人员,我国合同制人员获得的组织支持更多,工作满意度略高,但个人-组织匹配度略低,离职倾向更高;组织支持和个人-组织匹配度都可以通过提升科研人员的工作满意度来降低其离职倾向,且个人-组织匹配的影响更大;相较于终身制人员,个人-组织匹配对降低合同制员工离职倾向的作用更大。因此,应在为科研人员提供组织支持的基础上,满足不同聘任方式科研人员的差异性需求,进而提升其与组织的匹配度,并重点关注那些需求高、支持少且对离职影响大的项目。How to meet the needs of researchers through organizational support and improve their fitness with the organization so as to effectively attract and retain top researchers has become a key issue in research and development management.The“Salary and Job Satisfaction Survey”of 2418 full-time researchers in sixteen countries in 2021 conducted by Nature is used to measure the fit degree between researchers and organizations.Underpinned by the Person-Organization(PO)Fit Theory,the researchers'PO fit is measured by the compatibility between personal demands and organizational resources.The results show that,compared with the global average level,researchers in China hold less personal needs and organizational support,a slightly lower personal organization fit,lower job satisfaction and higher resignation rate;Compared with full time permanent researchers,the overall demand of contract researchers in China is slightly lower,they get more organizational support,and their job satisfaction is slightly higher,but their individual organization fit is slightly lower,and their resignation rate is higher;Both organizational support and person-organization fit will reduce the resignation rate by improving the job satisfaction of researchers,but person-organization fit will have a greater impact on reducing the resignation rate of researchers than simply providing organizational support;The employment mode played a regulatory role.Compared with permanent researchers,person-organization fit plays a greater role in reducing the resignation intention of contract employees.Therefore,it suggests that on the basis of providing organizational support for researchers,we should meet the personal needs of researchers in different employment methods,so as to improve their fitness with the organization,and focus on those projects with high demand and great impact on resignation.

关 键 词：科研人员 离职倾向 个人-组织匹配 聘任方式 工作满意度 

分 类 号：G31[文化科学]