vovrВысшее образование в России (Vysshee obrazovanie v Rossii = Higher Education in Russia)Vysshee Obrazovanie v Rossii = Higher Education in Russia0869-36172072-0459Moscow Polytechnic University10.31992/0869-3617-2023-32-11-37-59vovr-4655Research ArticleСтатьиПостдоки в России: особенности трудоустройства и мотивацииPostdocs in Russia: Peculiarities of Employment and Incentiveshttps://orcid.org/0000-0003-4108-8419СкачковаЛ. С.SkachkovaL. S.

Скачкова Людмила Сергеевна – канд. экон. наук, доцент, зав. кафедрой управления человеческими ресурсами экономического факультета ЮФУ

344006, Ростовская обл., Ростов-на-Дону, ул. Большая Садовая, 105/42

Lyudmila S. Skachkova – Cand. Sci. (Economics), Head of Department of Human Resources Management, Faculty of Economics

105/42 Bolshaya Sadovaya str., Rostov-on-Don, 344006, Rostov region

lsskachkova@sfedu.ruhttps://orcid.org/0000-0002-1760-7373МаличенкоИ. П.MalichenkoI. P.

Маличенко Ирина Петровна – канд. экон. наук, доцент, доцент кафедры управления человеческими ресурсами экономического факультета ЮФУ

344006, Ростовская обл., Ростов-на-Дону, ул. Большая Садовая, 105/42

Irina P. Malichenko – Cand. Sci. (Economics), Associate Professor, Department of Human Resources Management, Faculty of Economics

105/42 Bolshaya Sadovaya str., Rostov-on-Don, 344006, Rostov region

imal@sfedu.ruhttps://orcid.org/0000-0003-1335-7888ЯковлеваЕ. А.YakovlevaE. A.

Яковлева Елена Андреевна – канд. экон. наук, доцент кафедры управления человеческими ресурсами экономического факультета ЮФУ

344006, Ростовская обл., Ростов-на-Дону, ул. Большая Садовая, 105/42

Elena A. Yakovleva – Cand. Sci. (Economics), Associate Professor, Department of Human Resources Management, Faculty of Economic

105/42 Bolshaya Sadovaya str., Rostov-on-Don, 344006, Rostov region

eayakovleva@sfedu.ruЮжный федеральный университетРоссияSouthern Federal UniversityRussian Federation20232111202332113759Copyright © Скачкова Л.С., Маличенко И.П., Яковлева Е.А., 20232023Скачкова Л.С., Маличенко И.П., Яковлева Е.А.Skachkova L.S., Malichenko I.P., Yakovleva E.A.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://vovr.elpub.ru/jour/article/view/4655

В статье представлены результаты исследования, направленного на выявление особенностей трудоустройства постдоков, относительно новой для российского академического рынка труда трудовой категории. В связи с рядом трудностей, связанных с формированием выборки постдоков (сложность в определении ключевых лиц, отвечающих за развитие программ постдокторантуры; прямые, но не всегда обоснованные отказы в предоставлении данных, сложности в идентификации потенциальных респондентов в связи с занятием ими разных научных должностей в российских университетах) использовался метод «снежного кома». В итоге эмпирическая база исследования была сформирована на основе результатов онлайн-анкетирования 44 постдоков. В рамках исследования решались задачи, связанные с составлением социально-экономического портрета постдока на основании экономических, социально-демографических характеристик и показателей научноисследовательской эффективности, выявлением особенностей опыта занятости и трудоустройства постдоков, объективных факторов и индивидуальных мотивов принятия решений в области выбора программ постдокторантуры, а также с диагностикой инструментов и каналов поиска вакансий молодыми исследователями. Авторы разграничивают виды академической мобильности (образовательная и трудовая) и рассматривают постдокторантуру как перспективную форму внешней трудовой академической мобильности, направленной на привлечение и удержание высокопотенциальных молодых исследователей, планирующих долгосрочную карьеру на академическом рынке труда. Смещение акцентов с инбридинговой модели развития университетов (внутренняя трудовая мобильность) к модели внешней трудовой академической мобильности молодых специалистов позволяет получать дополнительные социально-экономические преференции и отдачу от инвестиций тем университетам, которые смогут эффективно управлять потоками академического человеческого капитала. Подобные эмпирические исследования, анализирующие особенности развития института постдокторантуры в России и за рубежом и опирающиеся на количественные и качественные данные по результатам опросов непосредственных участников внешней трудовой академической мобильности – постдоков, практически отсутствуют, что обуславливает научную новизну и практическую ценность данного исследования и полученных результатов.

The article presents the results of the author’s research aimed at identifying the peculiarities of employment of postdocs, a relatively new labor category for the Russian academic labor market. Due to several difficulties associated with forming a sample of postdocs (difficulty in identifying key persons responsible for the development of postdoctoral programs; direct, but not always justified, refusals to provide data, difficulties in identifying potential respondents due to their occupation of various scientific positions in Russian universities), the “snowball” method was used. As a result, the empirical basis of the study was formed based on the results of an online survey of 44 postdocs. As part of the study, tasks related to compiling a socio-economic portrait of a postdoc based on economic, socio-demographic characteristics and indicators of research efficiency, identifying the characteristics of the employment and placement experience of postdocs, objective factors and individual motives for making decisions in the field of choosing postdoctoral programs were solved, as well as diagnostics of tools and channels for young researchers to search for vacancies. The authors distinguish between types of academic mobility (educational and labor) and consider postdoctoral studies as a promising form of external labor academic mobility aimed at attracting and retaining high-potential young researchers planning a long-term career in the academic labor market.

Shifting the emphasis from the inbreeding model of university development (internal labor mobility) to the model of external labor academic mobility of young specialists allows those universities that can effectively manage the flow of academic human capital to receive additional socio-economic preferences and return on investment. There are very few similar empirical studies that analyze the features of the development of postdoctoral institutions in Russia and abroad and are based on quantitative and qualitative data from surveys of direct participants in external labor academic mobility – postdocs, which determines the scientific novelty and practical value of the proposed results.

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The authors declare that there are no conflicts of interest present.