海外经历能否加速职业发展：以长江学者为例

科研管理 ›› 2022, Vol. 43 ›› Issue (1): 192-199.

海外经历能否加速职业发展：以长江学者为例

李峰¹,唐莉²

1.河海大学公共管理学院，江苏南京211199；
2.复旦大学国际关系与公共事务学院，上海200433

收稿日期:2018-12-19 修回日期:2019-06-08 出版日期:2022-01-20 发布日期:2022-01-19
通讯作者: 唐莉
基金资助:
国家自然科学基金面上项目：“科研人员流动与职业成就的关系研究”（71874049，2019.01—2022.12）；
国家社会科学基金一般项目：“高校高层次海归人才引进成效后评估”（18BGL219，2018—2020）。

Can overseas experience speed up career advancement? ——An empirical study on Changjiang Scholar Program

Li Feng¹, Tang Li²

1. School of Public Administration, Hohai University, Nanjing 211199, Jiangsu, China;
2. School of International Relations and Public Affairs, Fudan University, Shanghai 200433, China

Received:2018-12-19 Revised:2019-06-08 Online:2022-01-20 Published:2022-01-19
Supported by:
A mechanism research of Knowledge modular for generalized manufacturing system oriented industry cluster

摘要/Abstract

摘要： 随着知识经济和全球一体化的日益深化，科研人员的国际流动日益频繁，海归学者群体内部的差异性也日益显著，但这一议题尚未引起学界广泛关注。本文聚焦我国高层次人才 “长江学者奖励计划”，以1999—2017年间入选的科学技术领域长江学者特聘教授为研究样本，以入选国家高层次人才计划时的年龄为职业发展速度指标，分析了不同类别和不同层次的海外经历对高校科研人员职业成就进展的影响。研究发现：海外经历对高层次人才计划入选时间的催化剂作用具有异质性。获得海外博士学位即归国以及海外经历仅为短暂求学/访问的科研人员在职业发展中均不具优势，而全职海外经历缩短职业成就时间的效果明显。此外，海外经历的加速效应因科研人员所在研究平台的不同呈现异质性。入职“双一流”高校的海归学者往往更快入选国家高层次人才计划。基于研究发现，论文对我国公派访问政策和高校当前的人才引进实践进行了讨论。

关键词: 国际流动, 海外经历, 职业成就, 高层次人才计划

Abstract: Against the backdrop of global talent war, the international mobility of the highly-skilled is heatedly debated and receives growing attention from academia and policy makers. With the "Sending out and Attracting back" policy, an increasing number of domestically trained researchers go broad sponsored by the Chinese central or regional government, university or foreign hosting institutions as visiting scientists, postdoc fellows, or joint doctoral students. The growing phenomenon of different types of researcher mobility across national borders has made the demarcation line between returnees and locals increasingly murky. Yet such heterogeneous impacts, if any, due to various types of overseas experiences and characteristics of recruiting institutions have not captured sufficient attention in the extant literature. To fill in some research gap, this study utilizes a novel vitae dataset of Changjiang Distinguished Scholars (hereinafter CJS) to further explore this topic. We investigate the impact of different types and levels of overseas experiences on the speed of Chinese scholars′ career advancement moderated by recommending universities′ status when CJS titles were awarded.
Our finding reveals heterogenous impact of overseas experience on the speed of Changjiang Scholars′ career advancement. Overseas PhD training experience alone does not speed up scientists′ career progression. Only when overseas PhD training experience is combined with other types of overseas experience, the positive catalyst role of overseas experience can be observed. The impact of temporary overseas experience is insignificant either. The study also finds that ceteris paribus fulltime overseas experience speeds up scholars′ career advancement. Changjiang Scholars with more types of fulltime overseas experience tend to obtain the prestigious title at younger ages holding the other confounding factors in the model constant. Established returnee scholars who had got tenured abroad demonstrate slower career advancement than early-career returnee scholars. And finally, academic reputation of recommending universities matters. Scholars at dual first-class universities tend to be awarded with titles at younger ages.
This paper ends with a discussion of its implications on talents policies at both country and institution level. Our analyses suggest that the extant visiting scholar programs may involve negative self-selection of researchers. Scholars encounter career bottleneck period may be more likely to apply for and thus be selected into visiting scholar programs. Secondly, we argue at institutional level, the recruiting department should have a leveled playing field for applicants regardless where they got their Ph.D. degrees. Thirdly, in addition to attract the established highly-skilled, Chinese universities may also consider how to bring in early-career returnees with great potentials. In contrast with the high cost of attracting and retaining the established overseas scholars, recruiting early-career overseas scholars seems more cost effective. Last but not least, we appeal that Chinese universities should adjust their talent recruiting policies according to institutional status of research excellence.

Key words: international mobility, overseas experience, career advancement, high-end talent programs

李峰唐莉. 海外经历能否加速职业发展：以长江学者为例[J]. 科研管理, 2022, 43(1): 192-199.

Li Feng, Tang Li. Can overseas experience speed up career advancement? ——An empirical study on Changjiang Scholar Program[J]. Science Research Management, 2022, 43(1): 192-199.

参考文献

[1] 李晓轩, 徐芳. 延续人才计划模式抑或回归常态化市场机制?——关于新时代科技人才政策的思考 [J]. 中国科学院院刊, 2018, 33(4): 442-6.
[2] 李潇潇, 左玥, 沈文钦. 谁获得了精英大学的教职——基于北大、清华2011—2017年新任教师的履历分析 [J]. 中国高教研究, 2018, (08): 47-52.
[3] 教育部. 2017年出国留学、回国服务规模双增长 [J/OL] 2018, http://www.moe.gov.cn/jyb_xwfb/gzdt_gzdt/s5987/201803/t20180329_331771.html.
[4] 李峰. 海归学者的跨国资本本土化及其效果评价研究 [J]. 华侨华人历史研究, 2018, (2): 26-33.
[5] FRANZONI C, SCELLATO G, STEPHAN P. Chapter 2 - International Mobility of Research Scientists: Lessons from GlobSci [M]//GEUNA A. Global Mobility of Research Scientists. San Diego; Academic Press. 2015: 35-65.
[6] TANG L. Does “birds of a feather flock together” matter—Evidence from a longitudinal study on US–China scientific collaboration [J]. Journal of Informetrics, 2013, 7(2): 330-44.
[7] 杨芳娟, 刘云, 侯媛媛, et al. 中国高被引学者的跨国流动特征和影响——基于论文的计量分析 [J]. 科学学与科学技术管理, 2017, 38(9): 23-37.
[8] 赵卫华. 海归博士与本土博士职业成就比较——基于全国博士质量调查的统计分析 [J]. 中国高教研究, 2010, (11): 47-50.
[9] CRUZ-CASTRO L, SANZ-MENéNDEZ L. Mobility versus job stability: Assessing tenure and productivity outcomes [J]. Research Policy, 2010, 39(1): 27-38.
[10] 白新文, 黄真浩. 高层次青年人才成长效能的影响因素——以百人计划为例 [J]. 科研管理, 2015, 36(12): 138-45.
[11] LAWSON C, SHIBAYAMA S. International research visits and careers: An analysis of bioscience academics in Japan [J]. Science & Public Policy, 2015, 42(5): 690-710.
[12] B?RING P, FLANAGAN K, GAGLIARDI D, et al. International mobility: Findings from a survey of researchers in the EU [J]. Science & Public Policy, 2015, 42(6): 811-26.
[13] CA?IBANO C, OTAMENDI F J, SOLíS F. International temporary mobility of researchers: a cross-discipline study [J]. Scientometrics, 2011, 89(2): 653-75.
[14] LI F, DING J, SHEN W. Back on track: Factors influencing Chinese returnee scholar performance in the reintegration process [J]. Science and Public Policy, 2018, doi: 10.1093/scipol/scy047.
[15] CHEN Q. Globalization and transnational academic mobility: The experiences of Chinese academic returnees [M]. Singapore: Springer, 2016.
[16] 鲁晓, 洪伟, 何光喜. 海归科学家的学术与创新:全国科技工作者调查数据分析 [J]. 复旦公共行政评论, 2014, 12(2): 7-25.
[17] 朱军文, 徐卉. 海外归国高层次人才质量与分布变迁研究 [J]. 科技进步与对策, 2014, 31(14): 144-8.
[18] 吴菡, 朱佳妮. 学术DNA:我国高校海归教师的学缘研究——以清华大学、北京大学、复旦大学和上海交通大学为例 [J]. 江苏高教, 2018, 204(4): 49-53.
[19] 徐芳, 周建中, 刘文斌, et al. 博后经历对科研人员成长影响的定量研究 [J]. 科研管理, 2016, 37(7): 117-25.
[20] LU X, MCINERNEY P B. Is it better to “Stand on Two Boats” or “Sit on the Chinese Lap”?: Examining the cultural contingency of network structures in the contemporary Chinese academic labor market [J]. Research Policy, 2016, 45(10): 2125-37.
[21] JONKERS K. Mobility, productivity, gender and career development of Argentinean life scientists [J]. Research Evaluation, 2011, 20(5): 411-21.
[22] LUTTER M, SCHR?DER M. Who becomes a tenured professor, and why? Panel data evidence from German sociology, 1980–2013 [J]. Research Policy, 2016, 45(5): 999-1013.
[23] YOUTIE J, ROGERS J, HEINZE T, et al. Career-based influences on scientific recognition in the United States and Europe: Longitudinal evidence from curriculum vitae data [J]. Research Policy, 2013, 42(8): 1341-55.
[24] TREVI?O L J, GOMEZ-MEJIA L R, BALKIN D B, et al. Meritocracies or masculinities? The differential allocation of named professorships by gender in the academy [J]. Journal of Management, 2018, 44(3): 972-1000.
[25] JONES B F. Age and great invention [J]. The Review of Economics and Statistics, 2010, 92(1): 1-14.
[26] 李祖超, 李蔚然, 王天娥. 24位国家最高科学技术奖获得者成才因素分析 [J]. 教育研究, 2014, (12): 61-71.
[27] 李祖超, 钟苹, 李冬东. 国家杰出青年科学基金获资助者的成长历程研究——基于稀疏矩阵与粒子群算法的综合分析 [J]. 高等工程教育研究, 2016, (6): 81-6.
[28] 李峰, 吴蝶. 高等教育背景如何影响不同学科科技人才成长——以教育部长江学者特聘教授为例 [J]. 高等教育研究, 2016, (10): 42-8.
[29] MüLLER M, COWAN R, BARNARD H. On the value of foreign PhDs in the developing world: Training versus selection effects in the case of South Africa [J]. Research Policy, 2018, 47(5): 886-900.
[30] VAN DEN BESSELAAR P, SANDSTR?M U. Gender differences in research performance and its impact on careers: a longitudinal case study [J]. Scientometrics, 2016, 106(1): 143-62.
[31] 李志民. 评上“长江学者”有多难? [J/OL] 2016, http://www.cutech.edu.cn/cn/zrzl/lzmz/zrwjt/kj/webinfo/2016/12/1481850705599979.htm.
[32] 阎光才. 学术生命周期与年龄作为政策的工具 [J]. 北京大学教育评论, 2016, 14(4): 124-38.
[33] 程莹, 张美云, 俎媛媛. 中国重点高校国际化发展状况的数据调查与统计分析 [J]. 高等教育研究, 2014, (8): 46-54.
[34] 陈昌贵, 曾满超, 文东茅, et al. 中国研究型大学国际化调查及评估指标构建 [J]. 北京大学教育评论, 2009, 7(4): 116-35.
[35] 孙玉涛, 张帅. 海外青年学术人才引进政策效应分析——以“青年千人计划”项目为例 [J]. 科学学研究, 2017, 35(4): 511-9.
[36] 赵显通, 彭安臣, 刘绪. 高校教师出国访学的现实困境与改革路径——基于22名教师访谈数据的质性分析 [J]. 高校教育管理, 2018, 12(4): 111-7.
[37] ZWEIG D, CHANGGUI C, ROSEN S. Globalization and transnational human capital: Overseas and returnee scholars to China [J]. The China Quarterly, 2004, 179: 735-57.
[38] WOOLLEY R, TURPIN T, MARCEAU J, et al. Mobility Matters: Research Training and Network Building in Science [J]. Comparative Technology Transfer & Society, 2008, 6(3): 159-84.