科研人员主动职业转换的心理机制:基于扎根理论的研究发现

科研人员是实现科教兴国战略和国家创新驱动发展战略的重要力量。科研人员的职业选择和去向不仅关乎个体的职业生涯发展,更成为实践界、学术界、和政策制定者等众多利益相关方关注的焦点。国内对于职业转换的研究关注较少,尤其对于科研人员职业群体的职业转换的动态过程研究更为缺乏。本研究通过对16名科研人员进行了深入访谈研究,基于扎根理论方法进行编码分析,构建了科研人员主动职业转换决策的心理机制模型,即"个体与科研匹配(初次匹配)-科研动机与效能感变化-职业转换意愿产生-个体与新职业匹配(再次匹配)-职业转换完成"五阶段模型;此外,该模型还揭示了个体与职业的动态匹配机制,即如果个体与新职业不匹配,会再次诱发个体与新职业的匹配机制,直至职业转换完成。本研究构建的科研人员职业转换的理论模型扩展了职业转换的相关理论,对于启发未来实证研究、指导科研人员的人力资源管理实践具有一定价值。

Research on the Psychological Mechanisms of Scientific Researchers’ Voluntary Career Transition-Based on the Grounded Theory

Scientific researchers are important forces in completing the national strategies such as rejuvenating the country through science and education, and the national innovation-driven development. Scientific researchers’ career choices and transitions not only affect the individual’s career development, but also draw attentions from stakeholders such as the practitioners, academies, and policy makers. However, few studies have focused on the psychological mechanisms and dynamic processes of career transition, especially for scientific researchers. Based on the grounded theory, we interview 16 researchers and builds a psychological mechanisms model of career transition, that is, "person-research fit-research motivation and self-efficacy changes-career transition intention-person-new career fit-career transition". In addition, this theoretical model reveals the repetitive and dynamic mechanisms of person-career fit: if persons misfit with their new career, the fit mechanisms are triggered again until the career transitions are complete. The current study will extend the research on career transition, enlighten future empirical studies, and provides valuable guidance for managerial practices as well.