重庆高教研究

随着研究型大学博士培养规模和地方高校师资需求的扩张，研究型大学博士毕业生向地方高校流动的趋势日益显著。通过对2 474名地方高校青年教师的简历分析发现，研究型大学博士毕业生在向下流动过程中，主要呈现中西部优先向东部流动，较少流向东北地区的态势；东部和东北地区的研究型大学与地方高校之间以内循环为主，中部和西部则呈现以外循环为主、内循环为辅的流动格局。在跨区域人才循环流动中，东部地区虽然向其他地区输入更多数量、更高比例的研究型大学博士毕业生，但是从其他区域引入更高质量、更高适配度的青年人才。不同区域经济发展水平、引才力度与地方的人才引进待遇、考核政策不同，导致研究型大学博士毕业生在向下流动过程中出现区域分化现象，相比中部和东北地区，东部和西部地区对研究型大学博士毕业生的吸引力更大。未来东北地区应加强与其他区域的人才循环流动，西部地方高校要提高人才引进质量和适配度。地方政府应与地方高校加强合作，提高人才引进的吸引力和精准度，制定更为科学合理的人才引进方案。

With the expansion of doctoral training capacity in research universities and the growing demand for faculty in regional universities, the trend of doctoral graduates from research universities flowing into regional institutions has become increasingly significant. Through an analysis of the resumes of 2474 early-career faculty members at regional universities, the research has found that in the process of downward mobility, doctoral graduates from research universities in the central and western regions mainly show a trend of prioritizing the flow towards the east and less towards the northeast regions. The eastern and northeastern regions demonstrate primarily internal circulation, whereas the central and western regions exhibit external circulation as the dominant pattern, supplemented by internal circulation. In cross-regional talents circulation, although the eastern region supplies a larger number and proportion of doctoral graduates from research universities to other regions, it attracts higher-quality and better-matched early-career talents from other regions. Variations in regional economic development levels, talent recruitment efforts, as well as differences in recruitment incentives and evaluation policies among regional universities have led to regional differentiation in the downward mobility of doctoral graduates from research universities. Compared to the central and northeastern regions, the eastern and western regions exhibit stronger attractiveness to these graduates. In the future, the northeastern region should strengthen talents circulation with other regions, while regional universities in the western region should enhance the quality and fit of their talent recruitment. Local governments and regional universities should collaborate more closely to improve the appeal and precision of talent recruitment strategies, developing more scientifically sound and effective talent recruitment plans.