制度距离、人才流动模式与人才跨区域流动

Institutional Distance, Mobility Model and Location of Talent Flow Across Regions: An Empirical Study Based on Massive Online Resume Data

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、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。

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.