十三五期间河南省高校博士离职状况调查研究——以河南省X大学离职博士为例

Investigation and Research on the Resignation of University Doctors in Henan Province during the 13th Five-Year Period——Taking the Resigned Doctors of X University in Henan Province as an Example

通过问卷调查、访谈等方式,对十三五期间河南省X大学离职博士的性别、籍贯、年龄、校龄、婚姻状况、学科类别、职称、离职去向、本校学习经历、博士定向培养经历等10个方面的信息和离职主要原因进行调研统计,界定影响博士离职的主要解释变量,构建二元选择模型进行实证检验,结果发现:(1)从整体上看,入职人数与离职人数呈现“顺差”,籍贯、校龄、本校学习经历、夫妻两地分居状况4个个人因素是影响其离职的重要变量,籍贯、本校学习经历的影响比另外两者更显著;(2)科研业绩不是博士离职的根本原因,是否安置配偶工作和预期年度净收入这两个影响博士离职的外部因素之间存在替代性,而替代性强弱取决于博士的个人偏好。

By means of questionnaire and interview,a survey and statistics are made in this paper on 10 aspects of the information and the main reasons for the resignation of doctors in X University in Henan Province during the 13th Five-Year period,namely:gender,native place,age,school age,marital status,subject category,professional title,departure direction,learning experience of the university and doctor oriented training experience.Then,the main explanatory variables are defined,and a binary selection model is constructed for empirical test.The conclusions are as follows:(1)On the whole,there is a"surplus"between the number of employees and that of employees who resign.Native place,school age,learning experience of the university and separation of husband and wife are four important variables that affect their resignation,among which the influence of native place and learning experience of the university is more significant than the other two;(2)Scientific research performance is not the fundamental reason for their resignation.There is a substitution between the two external factors which affect their resignation,namely,whether to offer a job to their spouses or not and the expected annual net income,and the strength of the substitution depends on their personal preference.