Research Of Human Capital, Social Capital Influence On High-level Talents, Career Development

The third plenary session of the Eighteenth Central Committee pointed that weshould speed up the construction of modern occupation education system, deepenintegration of education&production and cooperation of schools and enterprises,and cultivate high-qualified workers and skilled talents. As the main force ofscientific development and technical innovation, high-level talents have become oneof the most important impetuses to the economic and social development of acountry whose social value has been gradually highlighted. The cultivation anddevelopment of high-level talents have been paid more and more attention becausetheir career development not only concerns their own development, concernswhether the organization can retain talents, but also determines whether the countrycan realize their value which can promote the national economy and the people’slivelihood.The thesis explores the influencing factors of high-level personnel careerdevelopment on the basis of theoretical and literature review. Firstly, in order tomake the research contents are more authentic, the conclusions of research werecome from the forum of high-level personnel career development factors, includingthe thousands of people plan of Tianjin, and the high-level personnel fromsurrounding provinces and cities. What’s more, the research also with the help ofTianjin bureau of foreign experts. Based on the study of semi-structured interviews,the research found that human capital and social capital is the important influencingfactors to high-level personnel career development.Based on the interview results, the study builds the theoretical model whichexplains how human capital and social capital influence high-level talents’ careerdevelopment. Based on the human capital theory, social capital theory and the careerdevelopment theory, the study depends on the third national survey database of thewomen’s social status in China, selects4538high-level talents as research objects,uses statistical analysis technique, and explores the influence and functionmechanism which demographic variables, human capital and social capital variableshave worked on career development of high-level talents. The results show that:(1) Demographic variables have significant effect on the high-level talents’career development, and talents in different career development stages have differentcareer identity, career acquisition, job satisfaction and career change. (2) Human capital including education level, technology title, politicalaffiliation, gender consciousness and self-recognition have significant influence theircareer identity, career acquisition, job satisfaction and career change.(3) The human capital’s influence on talents’ career identity is not significant,but the spouse education level and interpersonal situation have significant influenceon the career acquisition, job satisfaction and job change.(4) Human capital plays more important role in the process of high-leveltalents’ career development, while social capital just plays a role of supporting. Thatis to say, when the human capital is insufficient, high-level talents will choose thesocial capital.Secondly, in order to make the proposed policy recommendations more targeted,this dissertation adopts the research method of policy instruments to analyze theexisting high-level personnel career development policy environment based on theconclusions that has found. The results showed that environmental policyinstruments are excessive while the supply policy instruments and the demand policyinstruments with a certain degree of shortages and deficiencies.Based on the research conclusion, the thesis proposes relevant policysuggestions from the angles of macroscopic policy and individual development,enriches the research contents of high-level talents’ career development, andprovides theoretical basis and support for the high-level talents’development.