[1]柯果果 莫家豪 阿约米德·O.奥拉多苏.如何吸引并留住博士人才？
——中国香港与新加坡人才竞争优势的比较分析[J].清华大学教育研究,2026,(04):31-51.[doi:10.14138/j.1001-4519.2026.04.003121]
KE Guo-guo MOK Ka-Ho Ayomide Oluwaseyi OLADOSU.How to Attract and Retain Doctoral Talent: A Comparative Study of Hong Kong and Singapore[J].TSINGHUA JOURNAL OF EDUCATION,2026,(04):31-51.[doi:10.14138/j.1001-4519.2026.04.003121]
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如何吸引并留住博士人才？
——中国香港与新加坡人才竞争优势的比较分析
KE Guo-guo MOK Ka-Ho Ayomide Oluwaseyi OLADOSU.How to Attract and Retain Doctoral Talent: A Comparative Study of Hong Kong and Singapore[J].TSINGHUA JOURNAL OF EDUCATION,2026,(04):31-51.[doi:10.14138/j.1001-4519.2026.04.003121]
清华大学教育研究[ISSN:1001-4519/CN:11-1610/G4]
- 卷:
- 期数:
- 2026年04期
- 页码:
- 31-51
- 栏目:
- 高等教育研究
- 出版日期:
- 2026-08-20
文章信息/Info
- Title:
- How to Attract and Retain Doctoral Talent: A Comparative Study of Hong Kong and Singapore
- Keywords:
- doctoral talent mobility; talent recruitment and retention; Asian education hubs; Hong Kong; Singapore
- 分类号:
- G648.9
- 文献标志码:
- A
- 摘要:
- 在全球高技能人才竞争加剧与亚洲高等教育格局日趋多极化的背景下，博士人才政策的成效不仅取决于能否吸引申请者，还取决于能否将博士培养与毕业后的就业、居留及家庭生活有效衔接。本文以中国香港与新加坡为核心案例，从移民及毕业后发展路径、资助支持、科研环境和家庭相关安排四个维度开展比较政策分析，并结合一项面向调查期间身处香港的有意攻读博士学位者、在读博士生及博士毕业生的试点调查。调查共获得113份答卷，其中77份为完整答卷。政策比较发现，新加坡通过国家科研规划、公共科研机构与产业需求之间的协同，在博士人才招募与培养阶段形成了较为集中和清晰的发展路径；中国香港则凭借覆盖多所高校的资助计划、较灵活的毕业后居留制度及就业转换安排，在博士毕业后的职业衔接和长期留用方面展现出较大的制度弹性。调查结果显示，香港与新加坡均为受访者较为青睐的博士学习目的地。受访者选择香港作为博士学习目的地的意愿，与其对就业前景、英语授课环境、经济发展水平、大学排名和奖学金条件等因素的评分呈正相关；留港意向则与毕业后职业发展前景呈正相关。本次试点调查以在港受访者为样本，主要用于识别样本内部的潜在关联和初步趋势。本文认为，博士人才政策应从招募、培养、就业转换到长期留用的连续过程加以评估。香港未来需要进一步加强博士资助、毕业后居留、科研与产业岗位、大湾区创新网络及家庭支持之间的衔接，将前端吸引力转化为可持续的人才留用能力。
- Abstract:
- Against the backdrop of intensifying global competition for highly skilled talent and an increasingly multipolar higher education landscape in Asia, the effectiveness of doctoral talent policies depends not only on attracting applicants, but also on effectively linking doctoral education with post-graduation employment, residency, and family life. Focusing on Hong Kong and Singapore, this study conducts a comparative policy analysis across four dimensions: immigration and post-study pathways, ?nancial support,research environment, and family-related provisions. It also draws on a pilot survey of three groups based in Hong Kong during the survey: prospective doctoral students, current doctoral students, and PhD graduates,yielding 113 responses (77 complete). The policy comparison ?nds that Singapore has established a relatively centralised and clearly structured pathway for recruiting and developing doctoral talent through coordination among national research planning, public research institutions, and industry demand. Hong Kong, by contrast,offers greater institutional flexibility in post-graduation career transitions and long-term retention through funding schemes spanning multiple universities, relatively flexible post-study residency, and employment transition arrangements. Survey results indicate that both Hong Kong and Singapore were among respondents’ preferred destinations for doctoral study. Respondents’ willingness to choose Hong Kong was positively associated with their ratings of destination-choice factors, including employment prospects, English-medium instruction, economic development, university rankings, and scholarship availability or tuition waivers; their intention to stay in Hong Kong was positively associated with post-graduation career prospects. Drawing on a pilot sample of respondents in Hong Kong, the survey is intended to provide illustrative, hypothesis-generating evidence rather than con?rmatory ?ndings. This study argues that doctoral talent policies should be evaluated across a continuum extending from recruitment and training to employment transition and long-term retention.Looking ahead, Hong Kong should strengthen the links among doctoral funding, post-study residency, research and industry positions, the Greater Bay Area innovation network, and family support, thereby translating its attractiveness as a destination for doctoral study into a sustainable capacity to retain talent.
更新日期/Last Update:
2026-08-20