Abstract：Under the competition for talents between universities, the university highlevel talents in our country have entered the age of "great flow". The article selects 9 534 resumes of six project talents for effective information extraction and statistical analysis, and researches the regularity of university highlevel talents′ mobility in China. The study shows that, more than a third of university highlevel talents have moved since they started work, and the turnover rate increases with the promotion of academic levels but has no obvious differences in disciplines; flow frequency of university highlevel talents has a large dispersion, but concentrates and tends to 1 frequency, and there are great differences among different academic levels and disciplines; there is a flow of university highlevel talents about every nine years, and it shows a tendency to gradually extend the mobility cycle with academic level being promoted. The research shows that, as a kind of powerful flow capital, the title of Project Talent weakens the influence of discipline attribute factors on the mobility behavior to some extent; during the evolution from the unit system to the appointment system, the former′s influence remains strong, which has become the root cause of the low flow frequency; there are the phenomenon of Negative Returns to Seniority (NRS) between highlevel talents′ flow speed and academic hierarchy. Hence, we need to be aware of the potential risks of the title of Project Talent being powerful flow capital, remove the mobility barriers in the "twotrack system" personnel governance pattern, and standardize the price mechanism in the highlevel academic labor market.
徐娟， 王泽东. 我国大学高层次人才流动规律研究——来自6类项目人才简历的实证分析[J]. 高校教育管理, 2020, 14(2): 105-115.
XU Juan, WANG Zedong. The regularity of university highlevel talent mobility in China: based on the empirical analysis of resumes of six project talents. Journal of Higher Education Management, 2020, 14(2): 105-115.
2020, Vol. 14 
