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研究型大学博士毕业生的组织适应不仅事关其初次就业体验与质量，而且影响其职业生涯发展轨迹以及地方高校教师队伍的稳定。研究采用定量与定性相结合的研究方法，以全国806名入职地方高校的研究型大学博士毕业生为问卷调查对象，并从中选取了23名教师进行半结构化访谈，探讨组织适应对离职意愿的影响机制与作用路径。结果显示，研究型大学博士毕业生入职地方高校后的组织适应水平处于中等偏上，但在文化调适与管理认同上面临突出挑战，离职意愿整体偏高。组织适应对离职意愿的抑制作用完全经由上级领导支持与工作满意度的独立中介，以及二者的链式中介三条路径传递。基于此，研究型大学应完善博士生就业服务体系；地方高校则需推动组织文化双向重构、构建分阶段支持体系，并健全领导支持制度，以此提升研究型大学博士毕业生的初职就业水平，降低人才流失率。
Abstract：The organizational adaptation of doctoral graduates from research universities is critical not only to their initial employment experience and quality but also to their career trajectories and the stability of the faculty at local colleges and universities. The study employs a research methodology combining quantitative and qualitative approaches. It surveys 806 doctoral graduates from research universities employed at local colleges and universities across China,and selects 23 faculty members from them for semi-structured interviews,in order to explore the mechanisms and pathways through which organizational adaptation influences turnover intention. The findings indicate that these doctoral graduates achieve an above-average overall level of organizational adaptation after joining local colleges and universities. However,they face pronounced challenges in cultural adaptation and management approval,accompanied by a generally high level of turnover intention. The restrain effect of organizational adaptation on turnover intention is fully transmitted through three distinct paths:the independent mediating roles of supervisory support and job satisfaction respectively,and the chain mediating role of supervisory support followed by job satisfaction. Accordingly,research universities should improve the employment service system for doctoral students,while local colleges and universities need to focus on promoting two-way cultural reconstruction,establishing a phased support system,and improving supervisory support mechanisms. These targeted strategies can optimize the initial employment performance of research university doctoral graduates and reduce the talent outflow rate of local universities.
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基本信息:
DOI：10.20017/j.cnki.1009-0576.2026.10.005
中图分类号:G643;F249.2
引用信息:
[1]李永刚,陈丛丛.研究型大学博士毕业生入职地方高校后的组织适应及其对离职意愿的影响[J].中国大学生就业,2026,No.556(10):54-71.DOI:10.20017/j.cnki.1009-0576.2026.10.005.
基金信息:
2025年度国家社会科学基金教育学一般项目“工作世界变革背景下大学生职业生涯韧性研究”（项目编号：BIA250151）的研究成果
2026-10-20
2026-10-20