Abstract：How to meet the needs of researchers through organizational support and improve their fitness with the organization so as to effectively attract and retain top researchers has become a key issue in research and development management.The“Salary and Job Satisfaction Survey”of 2418 full-time researchers in sixteen countries in 2021 conducted by Nature is used to measure the fit degree between researchers and organizations.Underpinned by the Person-Organization(PO)Fit Theory,the researchers' PO fit is measured by the compatibility between personal demands and organizational resources.The results show that,compared with the global average level,researchers in China hold less personal needs and organizational support,a slightly lower personal organization fit,lower job satisfaction and higher resignation rate;Compared with full time permanent researchers,the overall demand of contract researchers in China is slightly lower,they get more organizational support,and their job satisfaction is slightly higher,but their individual organization fit is slightly lower,and their resignation rate is higher;Both organizational support and person-organization fit will reduce the resignation rate by improving the job satisfaction of researchers,but person-organization fit will have a greater impact on reducing the resignation rate of researchers than simply providing organizational support;The employment mode played a regulatory role.Compared with permanent researchers,person-organization fit plays a greater role in reducing the resignation intention of contract employees.Therefore,it suggests that on the basis of providing organizational support for researchers,we should meet the personal needs of researchers in different employment methods,so as to improve their fitness with the organization,and focus on those projects with high demand and great impact on resignation.
刘霄, 袁家浩, 孙俊华. 不同聘任方式中个人-组织匹配对科研人员离职影响的差异研究[J]. 中国科技论坛, 2023(10): 119-129.
Liu Xiao, Yuan Jiahao, Sun Junhua. The Difference of the Influence of Person-Organization Fit on the Resignation Plan of Researchers in Employment. , 2023(10): 119-129.
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