The Reason Analysis And Solutions On The Turnover Of Scientific And Technologic Persons In Western Region

The western minority ethic group region is the developing one in China. Its comparative advantages are the natural resources such as land, energy, minerals, etc. and what lack are talented persons, especially technologic talented ones. Comparing with the level of economic development in other regions of our country, the technologic development of the western minority region has fallen behind in economy, and especially in technologic abilities. The technology backward has become an important factor making the western region develop slowly due to the short of technologic talented persons and the inappropriate use that is the bottleneck of the technologic development.The target of the research is the western region technologic talented person located in the colleges and institutes of public sector which creates the social value as the goal. However, most research of the talent turnover is concentrated on the business enterprises, and the researches of non-profit organizations are very limited. This paper borrows some research methods of enterprise talent turnover both domestically and internationally, and integrates management, psychology, organizational behavior, human resource management, and other related theories. The literature review method and empirical study method are adopted for exploring the reasons of the technologic talent turnover in western region and the maintenance mechanism of talented persons in western region.Based on the researches of the factors affecting to talent turnover, the author analyzes the influential factors of the technologic talent turnover in western region at both macro and micro level. Taking the case study of Xinjiang Institute of Agricultural Science, and 107 technologic talented persons as samplings from "Questionnaire of Technologic Talented Persons in Xinjiang Institute of Agriculture Science". Four multiple regression models have been set up with data that conducted in the questionnaire, and the analysis of multi-linear regression (OLS) has been used. The main findings are as follows:(1) Main factors affecting technologic talented personnel in research environment from high to the low are: the research budget, experiment condition, education, income and welfare, project applications and research results ranking, unit communication, research information environment, the title promotion, unit development, the workrecognition, the academy openness, supervisor's factors, team relationship, and the communication of technological personnel.(2) The following factors have the significant influence to technologic talent turnover, e.g., scientific research information environment, personnel exchanges, team relations, unit communication, and work identification.For making up the limitation of quantitative research, the qualitative research has been adopted for the reasons of technologic talent turnover besides of questionnaire survey. By the in-depth interviews with individual technologic talented persons, supervisors, and groups, the reasons that cause the western region technologic talent turnover are primarily as follows: the research information environment problems, no opening of laboratories for each other, the lack of unit orientation, the unclear career development of technologic talent personnel, unit and individuals lacking of recognition, the communication problems inside the unit, the lack of democratic channels, the appraisal system not linking with performance, the non-establishment of the fair salary system, the unbalance between the talent development and the research requirements.The purpose of talent turnover study is to find out and solve problems for keeping talented persons. According to the result of empirical study, the thesis puts forward "three ring model", and the solutions to keeping the technologic talented persons are as follows: (l)To establish the practical discipline development plan and talented persons development plan, to set up the career platform for the technologic talented persons; (2)with technologic projects; (3) to improve the research development environment; (4)to establish the system of performance appraisal; (5)to establish a salary system with fair incentives; (6)five effective motivation methods, and (7)to nurture local technologic talented persons properly.