我国青年科技人才群体特征与人才成长关系：基于2012－2020年国家自然科学基金优秀青年科学基金项目获得者履历的分析

Relationship Between Group Characteristic and Growth of Young Scientific and Technological Talents: Based on Winner’s Resume Analysis of the Excellent Young Scientists Fund of the National Natural Science Foundation of China from 2012 to 2020

摘要:

为深入贯彻落实中央人才工作会议精神，针对国内关于青年科技人才群体成长影响因素研究的不足，选取2012－2020年我国4 048位获得国家自然科学基金优秀青年科学基金项目资助的青年人才（以下简称“优青”）为研究样本，从性别、年龄、教育出身、学科领域、职业流动等维度分析青年科技人才的群体特征及其与人才成长的关系。结果显示优青的男女比例失衡，年龄主要集中在36～38岁，博士学位授予单位以“985”大学居多，工程材料学部的人数高于其他科学部，职业流动规模不大；表明性别、教育出身和学科领域对青年科技人才早期成长阶段有显著影响，职业流动不会影响人才成长速度，而年龄与人才成才时长之间有较强的负相关性。进而从有关人才项目设置年龄门槛合理性、对人才不问出身可能性、人才职业流动逻辑性三方面提出思考和建议。

Abstract:

In order to thoroughly implement the spirit of the Central Talent Work Conference, aiming at the inadequacy of domestic research on factors influencing the growth of young scientific and technological talents,?this paper takes 4 048 winners of the Excellent Young Scientists Fund of the National Natural Science Foundation of China (hereinafter called “excellent young scientists”) from 2012 to 2020 as research samples, and analyzes the group characteristics of excellent young scientists and their relationship with the growth of excellent young scientists from the perspectives of gender, age, doctoral degree granting institution, discipline field and occupational mobility. The findings show that there is an imbalance between male and female excellent young scientists, they are mainly 36～38 years old, and most of their doctoral degree granting institutions are universities of Project 985, the number of excellent young scientists in engineering and materials sciences is more than that of any other discipline fields, and their occupational mobility is not large. It indicates that genders, doctoral degree granting institutions and discipline fields have a significant impact on the early growth stage of young scientific and technological talents, while occupational mobility will not affect their growth, and there is a strong negative correlation between age and achievement time. Finally, the paper puts forward some thinking and suggestions from three aspects of the rationality of setting age threshold, the possibility of not asking for talents' academic background, and the logicality of talents' occupational mobility.