National science training policy and early scientific careers in France and the United States

The economic health of nations and regions is increasingly coming to rest on the scientific and technical labor force conducting scientific research. As such, enormous social resources are directed to educating and training those who will fire the engines of economic growth. In the first part of this paper, we compare recent investment in the scientific and technical labor forces by two giants of nationally-supported research endeavors: France and the United States. We find that France is more invested in scientific and technical training, but that both nations invest directly and indirectly in the scientific and technical labor force. French policy is more likely to support the individual graduate student directly through a national grant, while graduate students in the US tend to rely indirectly on federal support through research grants to other researchers. We then use duration models on individual data to predict entry into a permanent academic position within three years of completing a Ph.D. We do not find that industrial support of graduate training has any effect on later success in obtaining a position. There is, however, evidence of different academic labor markets operating in each country. In France, entry into a position has not depended on period factors, while in the US more recent cohorts have been more successful in obtaining permanent employment. Furthermore, postdoctoral positions in France delay or deter academic careers, but have no impact on entry in the US: this suggest that two different modes of scientific human resources management operate in France and in the USA. In the USA, Ph.D.s are seen as an essential element in the process of knowledge transfer, and early mobility does not affect entry into permanent academic careers. In France, few incentives are given to encourage mobility, which merely deters the access to permanent jobs. Finally, we found that graduates of the most prestigious undergraduate institutions were systematically advantaged in obtaining permanent academic employment, suggesting that academic stratification occurs very early in the training path in each country.     

Academic careers, patents, and productivity: industry experience as scientific and technical human capital

We examine career patterns within the industrial, academic, and governmental sectors and their relation to the publication and patent productivity of scientists and engineers working at university-based research centers in the United States. We hypothesize that among university scientists, intersectoral changes in jobs throughout the career provide access to new social networks and scientific and technical human capital, which will result in higher productivity. For this study, the curriculum vitae of 1200 research scientists and engineers were collected and coded. In addition, patent data were collected from the U.S. Patent and Trademark Office. The overarching conclusion from our analysis is that the academic scientists’ and engineers’ research careers we studied are quite different than characterized in the research productivity literature that is a decade or more old. The wave of center creation activity that began in the early 1980s and continues today has resulted not only in greater ties between universities and industry, but also markedly different academic careers.     

Influencing scientists’ collaboration and productivity patterns through new institutions: University research centers and scientific and technical human capital

This paper analyzes the effect of university research centers on the productivity and collaboration patterns of university faculty. University research centers are an important subject for policy analysis insofar that they have become the predominant policy response to scientific and technical demands that have not been met by extant institutions, including academic departments, private firms, and government laboratories. Specifically, these centers aim to organize researchers from across the disciplines and sectors which, collectively as a research unit, possess the scientific and technical capacity relevant to scientific and technical goals of the sponsoring agencies. In this paper, we measure the productivity and collaboration patterns of university researchers affiliated with a relatively large-scale and “mature” university research center to discern the effects, if any, of the center mechanism on individual scientists and engineers. Based on an analysis of longitudinal bibliometric data, the results from this case study demonstrate affiliation with the center to be effective at enhancing overall productivity as well as at facilitating cross-discipline, cross-sector, and inter-institutional productivity and collaborations.     

科技期刊注重科技伦理评估的做法及实例分析

【目的】促进科技期刊的正确导向,提升科技期刊对科技伦理的重视程度,加强普通科技期刊进行科技伦理评估的力度。【方法】 阐述了科技期刊重视科技伦理评估的道德意义,提出了科技伦理评估的具体做法。【结果】 发现通过消除伪科技伦理谣言、关注国际科技伦理的热点、刊发前瞻性科技伦理专业论文、结合新闻热点约稿、解疑释惑等方法是科技期刊实现科技论文评估的具体途径。【结果】 科技期刊论文的科技伦理评估还在起步阶段,需要进一步完善伦理委员会的审查、监督体系,提高作者和编辑的科技伦理学意识等等。     

Human capital heterogeneity, collaborative relationships, and publication patterns in a multidisciplinary scientific alliance: a comparative case study of two scientific teams

In this paper, we compare the publication outcomes of two teams within a multi-university scientific alliance. Scientists in one team share similar scholarly backgrounds and work in a well established paradigm, while scientists in the second team have different backgrounds and work in an emergent discipline. While the alliance has increased the productivity of both teams, this increase was highest for the more heterogeneous team. In addition, while the variety of knowledge concepts employed in their research was initially higher for the heterogeneous team, this gap narrowed over time. We discuss the implications of our research for alliance design.     

Academic scientists’ affiliation with university research centers: Selection dynamics

University research centers have been institutionalized as a part of the science policy repertoire committed to strategic use of science and technology. Based on a representative sample of academic scientists and engineers in American research universities, this study investigates the selection dynamics, attempting to unfold the determinants of department-affiliated faculty members to be center affiliates. The findings suggest that university research centers select their affiliates on the basis of individual scientific and technical human capital. Scientists from prestigious departments are more likely to be center affiliates, so are prolific scientists, former postdoctoral scholars and the elder cohorts. In the meantime, university research centers are able to overcome the incentive incongruity with academic departments, as is evidenced by a higher likelihood among junior scientists to secure center connections. Dedicated to diversity and equity, university research centers provide a level playing field for women, minority and foreign-born scientists. The study concludes with a discussion of the scientific and technical human capital theory and policy implications in the science enterprise.     

企业社会资本对技术创新能力影响的实证研究/FONT

    摘要：以我国制造企业为调查对象,对企业社会资本是否影响技术创新能力以及通过何种途径产生影响进行了实证研究。结果表明,结构维社会资本对自主创新能力有着显著的直接影响,并通过企业间合作、产学研合作对自主创新能力产生不同程度的间接影响;认知维社会资本对自主创新能力、合作创新能力有着显著的直接影响;认知维社会资本通过企业间合作对自主创新能力、合作创新能力产生不同程度的间接影响;企业间合作对自主创新能力、合作创新能力均有正向影响,产学研合作对自主创新能力有正向影响。企业间合作在企业社会资本与技术创新能力关系中起到了重要的作用。研究结论对我国企业创新能力的提升有指导意义。       

人力资本与组织资本嵌入关系研究

人力资本与组织资本作为密切相关的2个要素,他们的组织安排影响着组织绩效。为了取得人力资本与组织资本稳固的平等对偶交换,根据新经济社会学的嵌入理论,应顺次实现资产专用性关系嵌入、股权资本关系嵌入和心理契约关系嵌入,完成人力资本与组织资本＂锁定→激励→平衡＂的动态过程。这种嵌入关系的形成对解决我国出现的＂高管辞职潮＂和＂员工荒＂问题具有借鉴和指导意义。     

中国科研人力资本补偿:问题、成因与对策

人力资本是科研活动中最宝贵的资源,科研人力资本的补偿力度深刻影响着科研人员开展科研工作的积极性与行为,乃至决定着整个国家科技创新体系的产出水平与产出质量。本文深入分析了当前中国科研人力资本补偿存在的问题与成因,科研人员工资收入低、人力资本双轨制以及重物轻人等现象的存在严重制约了中国科学研究的长期发展,而造成这些问题的原因在于保障性拨款比例过低、工资管理政策未能做到分类指导以及与时俱进、科研劳动价值尚未得到足够尊重等。本文最后提出了优化中国科研人力资本补偿体制的政策建议。     

网络关系、内外部社会资本与技术创新关系研究

在对企业社会资本进行回顾的基础上,将网络中企业社会资本划分为内部社会资本与外部社会资本两种类型,以此构建了"网络关系—内外部社会资本—技术创新"理论模型,并以珠三角地区四个产业园区的916家民营企业为调查对象进行了实证研究。研究发现,网络关系对内外部社会资本和企业技术创新都有显著的正向影响,内外部社会资本在网络关系和技术创新绩效之间均起到部分中介作用。此外,研究还探讨了企业规模和研发投入对于网络关系、内外部社会资本与技术创新之间的关系的影响,并讨论了相关理论贡献与实践启示。     

人力资本与社会资本对创新行为的影响——基于科研人员个体的实证研究

采用实证研究的方法探讨我国科研人员个体人力资本和社会资本对创新行为的影响作用。研究结果发现:科研人员个体人力资本两维度,即受教育程度和科研工作经验对创新行为产生积极的显著影响,其中科研工作经验的影响更强;科研人员个体社会资本两维度,即人际互动网络规模和人际互动网络密度对创新行为产生显著的二次影响作用,其中科研人员的人际互动网络密度的正向影响和负向影响均更强。     

从一个实例看高校科技成果转化存在的问题

通过对N大学非晶硅太阳能电池项目转化案例的深入分析,提出高校科技成果转化将面临技术和人才两道鸿沟。本文还分析了技术和人才鸿沟的成因和影响,并给出了一些解决建议,希望对促进高校科技成果转化有一定的借鉴意义。     

我国自然资本、人力资本与经济资本的空间错位分析

 依据2005年的有关统计资料,对中国大陆31个省区自然资本、人力资本和经济资本进行了存量核算,并借用重力模型和二维组合矩阵方法,分析了中国大陆省际之间自然资本、人力资本和经济资本的空间错位。结果发现：⑴ 我国自然资本与经济资本的空间错位较为复杂,山西、内蒙古、新疆等省区自然资本极为富集,而上海、江苏、浙江等省区经济资本存量巨大,两者之间呈现明显的资源诅咒现象;但西藏和海南两个省区,在自然资本和经济资本上均处于较为弱势的地位。⑵ 人力资本与经济资本在等级分类表上具有某种正相关性,东部各省区人力资本和经济资本都具有较高的存量,西藏、青海等西部省区,人力资本和经济资本都处于较低的水平,是限制区域社会经济发展的主要因素;⑶ 自然资本和人力资本存在明显的空间错位,西部地区自然资本丰富、人力资本相对贫瘠,东部地区人力资本丰富、自然资本相对不足。本研究对认识我国社会资本的地域分布格局,并从宏观上指导生产的合理布局具有一定的参考意义。     

关于鼓励科技人员创新创业政策梳理

激发科技人员的创新创业活力、促进科技成果转化、推进经济提质增效升级是国家加快实施创新驱动发展战略的重要组成部分。将鼓励科技人员创新创业政策进行梳理,有利于科技人员了解相关政策,树立信心,加快创新创业事业发展。     

论人力资源与人力资本及其转化

人力资源包括劳动者的数量和质量两个方面，具有生物性，社会性，能动性，可再生性等特征。人力资本是通过对人力资源进行投资开发，在后天获得并能够实现价值增殖的价值存量。人力资源各人力资本的转化 过程是一个非常复杂的劳动过程，必须具备一定的条件，采取科学有效的对策措施。     

我国省级产业发展中技术创新、人力资本的空间溢出效应研究

以技术创新和人力资本为研究视角,选取中国2005—2015年31个省份的面板数据,运用空间杜宾模型(SDM)深入探讨其对我国产业发展的影响。研究结果表明:我国省级间产业发展在空间分布上存在显著的正向空间自相关性;相邻地区技术创新水平的提高对本地区产业发展有促进作用;临近区域人力资本水平的提升仅能促进本地区第二产业的发展,对第一、三产业的发展并不存在空间溢出效应;相邻地区的技术的吸收能力对本地区第一、二、三产业负向的空间溢出效应均会阻碍产业的发展。     

战略性科技创新人才心理资本探析与培育——以火炸药学家王泽山院士为例

以国家战略性科技创新人才王泽山院士为研究对象,运用扎根理论对其心理资本进行探析并构建理论模型。研究发现,战略性科技创新人才心理资本包括使命感、自信、专注、韧性和超越五个要素,每个要素都对战略性科技创新成就取得产生积极作用;同时,社会支持系统和生活方式在心理资本与战略性科技创新成就间分别发挥中介效应和调节效应,由此构建了战略性科技创新人才心理资本理论模型。这启示我们要注重战略性科技创新人才积极心理资本要素培育,同时要匹配良好的社会支持系统和科学的生活方式,以保证战略性科技创新成就的持续取得。     

论科技档案的信息效应

本文中心议题是加强科技档案管理与利用,把“死档案”变成“活信息”,有利于把科技档案转化为生产力,促使承载科技成果的科技档案尽快投入市场,使其更好地为四化建设服务.     

R＆D、国际技术外溢及人力资本一个经验研究

本文在创新驱动型增长理论的基础上，引入人力资本变量，并将研究背景放到开放型经济系统中，考察R＆D、国际技术外溢和人力资本对我国技术进步的作用。协整检验表明国内研发投入和人力资本与我国全要素生产率之间存在长期均衡关系，而国外研发则由于我国技术吸收能力的问题未能对全要素生产率产生良好的效果。进一步的误差修正模型表明人力资本对我国全要素生产率有一定的滞后效应。