| 制度距离、人才流动模式与人才跨区域流动 |
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| 引用本文： | 孙博,彭璧玉,刘善仕.制度距离、人才流动模式与人才跨区域流动[J].科技管理研究,2022(12):213-222. |
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| 作者姓名： | 孙博 彭璧玉 刘善仕 |
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| 作者单位： | 华南师范大学经济与管理学院,华南师范大学经济与管理学院,华南理工大学工商管理学院 |
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| 基金项目： | 国家自然科学“网络嵌入视角下人才流动多样性对企业创新绩效的影响研究”(72002075);广东省基础与应用基金基础项目“区域软环境因素对高端人才跨区域流动的影响”(2019A1515110297);广东省软科学研究计划项目“区域高端人才吸引力评价指标体系构建及测度研究”(2019A101002125) |
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| 摘 要： | 人才跨制度环境流动时机会与风险并存,制度环境与人才流动之间的关系可能是复杂、非线性的,并在不同流动模式下表现出复杂的叠加效应。为此从软环境的角度,基于制度理论,将流入地和流出地的制度环境同时纳入分析框架,探索不同人才流动模式下制度距离对流动人才跨区域选址的影响。基于2007—2016年领英（中国）在线公开简历数据进行多值逻辑回归分析,结果显示：顺制度差流动时,制度距离对人才流入的概率呈先抑制后促进的“U”型影响,30岁以上、研究生学历、从事高新技术行业、处于管理岗位、来自东部地区的人才对制度距离的反应最为敏感;反之,逆制度差流动时,制度距离显著抑制个体的流入,特别对30～44岁、研究生学历、从事高新技术行业、处于非管理和技术岗位、来自东部地区的人才影响最为明显。基于实证结果,从营造良好的制度软环境角度给出区域引才政策启示。
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| 关 键 词： | 人才流动 制度距离 软环境 人才政策 引才 |
| 收稿时间： | 2021/11/16 0:00:00 |
| 修稿时间： | 2022/6/22 0:00:00 |
Institutional Distance, Mobility Model and Location of Talent Flow Across Regions: An Empirical Study Based on Massive Online Resume Data |
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| Abstract: | When talents flow across institutional environments, they may face opportunities and risks at the same time, which means that the relationship between institutional environment and talent mobility may be complex and non-linear, and show more complex superimposed relationships under different flow modes. Therefore, based on institutional theory, this paper incorporates the institutional environment of both inflow and outflow areas into the analysis framework, and explores the impact of institutional distance on cross-regional location selection of mobile talents under different talent flow patterns. The results of m-logistic regression analysis based on LinkedIn (China) online public resume data from 2007 to 2016 show that when talents flow from low institutional environment score areas to high institutional environment score areas, institutional distance first inhibits the probability of talent inflow and then The "U"-shaped impact of promotion, talents over 30 years old, graduate degree, engaged in high-tech industries, in management positions, and from the eastern region are most sensitive to institutional distance; on the contrary, when the flow is reversed by institutional difference, institutional distance significantly inhibits individuals The inflow of talents has the most obvious impact on talents aged 30 to 44 years old, with a postgraduate degree, engaged in high-tech industries, in non-management, technical positions, and from the eastern region. Based on the empirical results, this paper gives the policy inspiration of regional talent introduction from the perspective of creating a good institutional soft environment. |
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| Keywords: | Institutional environment institutional distance talent flow mobility model resume data |
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