高校组织支持体系对博士后科研创造力的影响研究

Effect of Organizational Support System on Postdoctoral Research Creativity in Universities

基于“双一流”建设高校博士后的实证调查数据,采用OLS回归、夏普里值分解和中介效应模型探究高校组织支持体系对博士后科研创造力的影响。研究发现,合作导师指导与科研交流平台的供给相对丰富,但科研经费资助短缺、心理疏解机制欠缺、出站考核要求较高、留任晋升难度过大是组织支持要素的“短板”;组织支持有助于激发博士后科研创造力,其中成果奖励、导师指导对科研创造性思维具有显著正向影响,导师指导、出站要求也能正向影响科研创造性人格;在组织支持要素中,导师指导对博士后科研创造性思维与人格差异的贡献度最高;科研投入在组织支持影响科研创造性思维、科研创造性人格的过程中均发挥部分中介作用。因此,建议完善博士后科研经费资助体系,动态调整课题资助比例;疏通博士后留任与晋升渠道,构建“牵线搭桥”职业保障机制;搭建学术指导系统,提升科研参与内生动力。

Based on the empirical survey data of postdoctoral fellows in“Double First-Class”construction universities, OLS regression, Sharpley value decomposition and mediating effect model are used to explore the influence of organizational support system on postdoctoral research creativity. The results show that the supply of cooperative supervisor guidance and scientific research exchange platform are relatively rich, but the scientific research funding, the psychological relief mechanism, the strict requirements of outbound assessment and the difficulty of retention are shortage of organizational support factors. Organizational support can stimulate the creativity of postdoctoral research, among which achievement reward and mentor guidance have a significant positive impact on creative thinking, and mentor guidance and station requirement also have a positive impact on creative personality. Especially mentor guidance has the highest contribution to scientific research creative thinking and personality differences. Scientific research investment plays a partial mediating role in the process of organizational support affecting creative thinking and creative personality. Therefore, it is suggested to improve the research funding system and dynamically adjust the funding proportion of the project, to dredge the channels for post-doctoral retention and promotion and construct the career security mechanism, to build a system of academic guidance and promote the endogenous motivation of scientific research participation.