科技人才汇聚较高层次的智力和技能于一身,是我国实现产业转型和自主创新
的关键。因此,科技人才的吸引和保留成为各地争相竞争的焦点。本研宄以区
域科技人才的保留为宗旨,以宏观区域环境、中观组织环境和微观人才成长的
分析为契机,系统地构建科技人才根植意愿的影响机制。最终,结合本研究结
论和我国人才发展战略,制定相应对策建议,为实现科技人才的合理流动和国
家产业层级的优化提供借鉴

本研究要点如下:首先,通过文献分析法,将国内外人才集聚理论和文献
进行综述,对人才集聚的一般性动因进行概述,将区域经济、政策、生活等环
境和组织氛围、人力资源政策环境纳入到科技人才根植意愿的影响模型中来;
其次,通过学科交叉法,将社会心理学中的人才成长理论引入到人才根植意愿
的分析中,验证区域环境和组织环境对其影响,以及它在根植意愿中的作用;
随后,建立人才根植意愿影响因素模型,通过问卷调研法,将所获的一手数据
作为统计分析的基础,采用SPSS16. 0和AM0S17. 0统计软件,验证科技人才根
植意愿的影响因素,以及各层次影响因素间相互关系;最后,通过实证检验,
得出本文研宂结论:区域环境不仅对组织环境和人才成长产生正向影响,而且
与科技人才根植意愿显著正相关;组织环境与人才成长正相关,其在区域环境
与人才成长之间也发挥中介作用;人才成长不仅与根植意愿正相关,而且在区
域环境、组织环境影响根植意愿过程中都具有中介效应。最终,根据本文研究
成果和区域优秀人才集聚经验,为我国科技人才的吸引和保留提出科学性建议

因此,对科技人才的吸引和保留离不开良好的区域和组织环境,更离不开
对人才成长需求的满足,只有将人才环境的优化建立在刺激人才成长上来,才
能从根本上留住人才

关键词:区域环境组织环境科技人才根植意愿集聚人才成长政策建议
I Abstract
Abstract
With the arrival of post financial crisis era, scientific and technological innovation
has become the most powerful driving force for economic growth. As the main body
of scientific and technological innovation, the technical personnel converges a high
level of intelligence and skills in the field of science and technology. Therefore, the
attractiveness and retention of scientific and technical personnel become the focus of
competition everywhere. The study is to retain the regional talent for the purpose of
the regional macro environment, the organizational environment and micro-talent
growth analysis as an opportunity to systematically build scientific and technological
talent will mechanism. At last, combining the advanced experience of talent
gathering and the conclusion of this study, the author comes up with the
corresponding suggestions for the talent development strategy of our country. Thus,
this will provides references for the reasonable flow of scientific and technological
talents, the improvement of regional economic strength and the optimization of
national industry level.
The main points of this study are as follows: Firstly, based on the research of
talent accumulation at home and abroad ,this paper summarizes the general rules of
talent pooling by summarizing the theory and literature review of talent
accumulation at home and abroad, and puts the regional economy, policy, life
environment, organization atmosphere and human resource policy environment into
scientific and technological talents. Secondly, through the scientific crossing method
of social psychology, the talent growth is introduced into the analysis of talent
rooting and validates the impact of the regional environment and organizational
environment as well as its effects on it’s regional retention; Then, through the
questionnaire survey method, the first-hand data obtained as the basis of statistical
analysis, this paper uses SPSS 16.0 and AMOS 17.0 statistical software to verify the
relationship between the various factors of levels and the influence of various factors
on the grounding willingness of the scientific and technological talents. And thus
verify the organizational environment, talent growth in the regional environment and
the willingness to root in the intermediary. Finally, through the analysis and the
mediating effect test, the conclusion is drawn that the regional environment not only
has a positive effect on the organizational environment and talent growth, but also
has a significant positive correlation with the rooting willingness of the scientific and
technological talents. Organizational environment and talent career development is
II Abstract
expected to be related. It plays a mediating role in the relationship between regional
environment and talent growth. Besides, talent growth is related to rooting
willingness. Also,it mediates the relationship between talent environment and
grounding willingness. Finally , according to the results and excellent experience of
talent agglomeration at home and abroad, it offers some advice for the attraction and
retention of scientific talents in China.
Therefore, the attractiveness and retention of scientific and technical personnel
can not be separated from a good regional and organizational environment, but also
inseparable from the demand for talent growth. Only by basing the optimization of
talent regional and organizational environment on the stimulation of the talent can
we fundamentally attract and retain the talent.
Key words: regional environment, organizational environment, scientific and
technical personnel, willingness to root, talent accumulation, talent growth, policy
recommendation
in
目录
第i章绪论1.1研宄背景和意义1.1.1研宄背景1. 1. 2研究意义1. 2论文架构与主要内容1. 3研宄方法与技术路径1. 3. 1研宄方法1.3. 2技术路径1. 4创新点、第2章理论基础与文献综述2. 1主要理论基础2. L 1系统科学理论2. 1_ 2人才成长理论2. 1. 3人才集聚理论2. 2国内外相关文献综述2.2. 1科技人才环境2. 2. 2人才成长2.2. 3人才根植意愿第3章模型构建与研宄假设3. 1模型构建与研宄假设3. 1. 1模型构建3. 1. 2人才环境与根植意愿3. 1. 3人才成长对根植意愿的影响
21
3. 1. 4人才环境对人才成长的影响
22
3. 2研究方法
23
3. 2. 1
23
3. 2. 2数据收集
24
IV
nm
3. 3信效度分析
24
3. 3. 1信度检验
24
3. 3. 2效度检验
25
第4章数据分析与假设检验
28
4. 1样本分布与描述性统计
28
4. 2回归分析
29
4.2. 1以根植意愿为因变量的多元线性回归
29
4.2. 2以根植意愿为因变量的分层回归
30
4. 2. 3以人才成长为因变量的分层回归
31
4.2.4以组织环境为因变量的分层回归
32
4.3中介作用检验
32
4. 4结果汇总
33
第5章研究结论与管理启示
34
5. 1研宄结论与讨论
34
5. 2政策建议
35
5. 3研宄局限与展望
36
参考文献
38
附录调查问卷
44
致谢 46
在读期间发表的学术论文与取得的研宄成果
47
V
第1章绪论
1.1研究背景和意义
1.1.1研究背景
科技是第一生产力。中国科学院(2016)出版的《2016科学发展报告》中
指出,2006至2014年间,美国科技研发投入占全球比重由34. 6%下降到30%,
相反地,中国则由3. 17%增加到12. 97%。显而易见,发达国家科技优势正逐渐
减弱,以中国为代表的新兴力量在世界科技创新格局中将占据更高的位势。面
对激烈的国际竞争,科技人才作为智慧积累最为丰富的人力资本,已成为经济
发展中的决定性力量。随着我国人才强国战略的实施,科技人才大大促进了我
国经济的发展,并且,自1998至2008,我国科技人才对经济增长的贡献率呈
现上升趋势(蒋正明等,2011)。毋庸置疑,对科技人才的吸引、聚集和保留
己成为各地区乃至世界各国关注的焦点

人才集聚是人才在空间上的聚集,它大多萌芽于人才对预就职区域和组织
的选择中,人才在对方方面面复杂因素的权衡中,逐渐形成流入某地的意向和
决策。人才被吸引、逐渐集聚并产生根植意愿是随时间不断递进的三个阶段

人才的吸引和集聚较早的便受到国内外学者的关注。高技术产业集群对人才的
吸引离不开三个方面:集群内良好的经济环境、生活氛围和企业有效的人力资
源政策(胡蓓等,2009)。科技型人才集聚来源于区域要素边际利益差异、自
我价值实现等因素的驱动,人才往往从边际收益较低的地区流向边际收益较高
的地区,呈现局部集中的特征(牛冲槐等,2010)。人才根植意愿同样强调区
域对人才的吸引,但更侧重于对人才的保留。国内对于根植意愿的研宄相对较
少,研宄主要代表者是翁清雄。人才在经济、生活、人文和政策环境中作出对
比和判断,当有利环境因素足以引起个人情感依