赢得人才，才能在全球化经济竞争中获得优势。区域间的人才竞争，不仅取决于吸引人才的能力，更取决于保留人才的能力。然而，区域人才保留的研究并未得到足够的关注。鉴于此，根据Weng和McElroy（2010）的建议，本文从经济环境、生活环境、人文环境、人才政策环境四个方面，实证检验区域人才环境对人才根植意愿的影响；运用承诺理论，构建和验证区域承诺在区域人才环境与人才根植意愿之间的中介作用模型。通过对291份有效问卷的实证分析发现：区域承诺对人才根植意愿具有重要影响，而且在区域经济环境、生活环境、人文环境和根植意愿的关系中起到了完全中介作用。研究暗示，人才基于自身需求来选择环境——人才在需求得到满足时可以产生高的区域承诺，进而形成根植于当地的强烈意愿。
Abstract
Winning talents is vital to get the competitive advantage in the era of economic globalization. The competence of winning talents depends not only on the ability of attracting talents, but also on the ability of retaining them. However, the research on retaining talents has not received enough attentions. Therefore, this study examined the relationships between the four aspects of regional HR environment (economic environment, living environment, cultural environment and human policy environment) and talents' intention to stay, on the basis of Weng and McElroy's (2010) suggestions; according to the theory of commitment, we constructed and tested the mediated model of regional commitment. The analysis results of 291 valid samples proved that: regional commitment has direct and significant impact on the talents' intention to stay, and mediates the relations between economic environment, living environment, cultural environment and talents' intention to stay respectively. This research indicated that when the basic needs of talents are satisfied by the regional environment, they commit highly to the region and are likely to stay in the local region.
关键词
区域环境 /
区域承诺 /
根植意愿 /
人才聚集 /
人才竞争 /
人才保留
Key words
regional environment /
regional commitment /
intention to stay /
talent accumulation /
talent competition /
talent maintaining
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基金
国家自然科学基金面上项目（71373251），教育部人文社科基金项目（12YJC630228），安徽省自然科学基金项目（1308085QG125）。
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