基于环境匹配的人才流动研究

人才所在地区的经济环境、生活环境和工作环境等对人才与环境的相容性有着特殊的影响.人才基于对自身与环境匹配情况的内在判断做出地域选择.因此.人才流动被看成是人才改善自身福利的手段之一,它实现人才与环境的"匹配".以人--环境匹配理论为基础,本文探讨了环境与人才的一致性匹配和补偿性匹配对人才流动的影响,提出了研究假设,并对412名来自企业、政府和事业单位的人员进行问卷调查和实证分析.结果表明,在目前经济环境下,环境的文化、气氛、价值观、目标、规范等基本特征与人才的人格、价值观、目标、态度等方面的一致性匹配对人才的流动倾向不具有显著影响,而环境的社会生活供给、财政、职业发展空间、工作任务、人际关系与人才需求的补偿性匹配则对人才流动具有显著的负向影响.因此,组织应从有竞争力的薪酬管理、多向的职业发展通道、科学的职位体系设计和融洽的人际环境等方面入手留住人才.

Flow of Talents Based on Person-environment Fit

Economic environment, living environment and working environment will influence the compatibility of talents and environment. Based on the compatibility of talents and environment, talents choose the region. The flow of talent is executing a social function: making person-environment fit is one of the ways to improve, talent's welfare. On the basis of person-environment fit theory, this article attempts to explore how supplementary fit and complementary fit influence flow intention of talents, puts forwards hypotheses and surveys of 412 talents from companies, government and government sponsored institutions. The empirical analysis shows that the supplementary fit which is the confluence of environment's culture, aura, value, aim, norm, and person's personality, value, goal, attitude have less influence to flow intention of talents. The complementary fit which is the degree of how the environment fulfills the talents in living purveyance, fmance, developing space in job, the task and human relations has obviously negative influence to flow intention of talents. Finally some suggestion is proposed: the organization should keep tah,nts by competitive salary, onmi-directional career gateway, scientific system design and harmonious relations.