“智慧城市”政策对高技能人才流动的影响

高技能创业人才的流入是城市实现经济高质量发展的重要推动力。文章手工收集了283个城市政务微信公众号开通情况数据，从中国流动人口动态监测调查数据中整理出各城市2011—2018年高技能创业人才流入数量，并且构建双重差分模型展开分析。研究发现，政务微信公众号的开通增加了高技能创业人才流入城市的数量。机制分析表明，政务新媒体通过增加城市知名度、提高政府信任水平与增强创业金融支持三条路径促进城市对高技能创业人才的吸引水平。异质性分析表明，当政务微信公众号开通视频号功能与城市商业信用环境较好时，会加强该效应；当政务微信公众号的认证主体属于非党政机关与城市市场可达性较差时，会削弱该效应。此外，政务微信公众号的开通有利于提升城市创新水平与增加创业企业数量。文章丰富了政务新媒体的经济后果和城市吸引高技能创业人才的影响因素文献，对于推进基层治理现代化与城市高质量发展具有重要的政策参考意义。

在我国推动经济高质量发展的背景下，智慧城市为经济社会赋能的重要性日益凸显。文章基于2003—2017年我国167个地级市的面板数据，选用SBM-GML指数模型构建绿色全要素生产率指标来测度城市经济发展质量，利用PSM-DID模型检验了智慧城市建设对经济高质量发展的影响。研究发现，智慧城市建设有利于激发区域创业活力，有效提升经济发展质量；智慧城市建设和创业活力对区域经济高质量发展具有显著的交互促进作用，这种交互作用在常住人口100万及以上规模城市、东中部地区以及具备人、财、物资源禀赋优势的城市中更加显著。总之，智慧城市建设和“大众创业、万众创新”的有效融合能够集聚经济发展新动能，对区域经济转型升级和提质增效具有重要作用。文章的研究为评估智慧城市建设和创业活力的影响效果提供了分析视角和经验证据，也为探寻经济高质量发展的实现路径提供了政策参考。

… smart cities willing to authorise more comprehensive policies … various employment options for high-skilled as well as low … of talents and skills and assisting citizens in smart cities who …

Regional policy-makers have long sought to attract highly-educated workers with a view to stimulating economic growth and vibrancy. Previous studies over the decades leading up to the new millennium show human capital divergence across cities, where the share of college graduates grew faster in cities that had larger initial shares of college-educated workers. However, labour markets have changed significantly post-2000, likely affecting migration decisions of highly-skilled workers. Additionally, past studies have not controlled for important changes in industry education levels and overall industry composition that may influence city-level college graduate growth. We use detailed 4-digit NAICS industry employment data combined with public micro-data to construct measures of industry skill upgrading and changes in industry composition to control for their effects on human capital growth. We find agglomeration forces, rather than initial graduate share, explains college-graduate share growth post-2000. We also decompose graduates into bachelors and postgraduate degree holders to determine whether different forces are at play on growth of graduates at different education levels.

… policies aimed at attracting high-skilled talent and enhancing urban competitiveness. … per thousand people, the number of high-skilled talent flowing into the city increases by 4.2% on …

… at the forefront of European smart city policies – we employ a … that while cities may succeed in attracting high-skilled talent … -life dynamics evolve alongside innovation and talent flows. …

This study examines at the role of digital talent in Japan's municipal governments amid the COVID-19 pandemic-induced increased drive for digital transformation (DX). As local governments work to standardize their information systems by 2025, a serious scarcity of digital expertise presents a huge obstacle. The study takes a mixed-methods approach, examining both qualitative interviews and quantitative surveys performed by the Japan Municipal Research Center, which included representatives from 815 municipalities, to evaluate strategies for acquiring and nurturing digital talent. The findings show that local governments typically use two strategies: acquiring experienced IT workers and building digital knowledge among existing civil servants through extensive training. The effectiveness of these strategies varies, with some municipalities successfully improving their digital capabilities while others continue to struggle due to insufficient alignment with organizational needs and a lack of understanding of local government functions among externally recruited professionals. The study shows that, while technical abilities are required, digital talent's ability to coordinate and integrate within the municipal environment has a substantial impact on the success of DX programs. Effective digital transformation necessitates not only the recruitment of persons with strong ICT abilities, but also the development of robust coordination and negotiating skills among digital staff in order to encourage holistic governance and combine digital plans with larger municipal duties. This approach emphasizes the importance of a diverse skill set among digital talent in navigating the intricacies of public sector digitization under Japan's bureaucratic norms.

Objective: This empirical study aims to address the existing gap in scholarly research pertaining to talent management within the public sector. Specifically concentrating on the West Java Provincial Government in Indonesia, the research investigates the practical implementation of digital-based talent management for civil service personnel through a case study approach. Methods: The research adopts a qualitative methodology employing interviews, observation, and documentation studies to delve into the intricacies of talent management within the governmental context.   Result and Conclusion: The findings underscore the pivotal role of talent management in upholding the merit system, ensuring equitable and objective placement in critical positions. Implementation strategies encompass various steps, ultimately leading to the realization of benefits from a digitalized approach, including the generation of comprehensive and measurable talent data. The digital transformation not only enhances Human Resources management but also promotes objectivity and operational efficiency.   Implication of the research: This study bears significance in emphasizing the critical factors contributing to successful digital-based talent management implementation, namely top leadership commitment, HR manager capability, and IT infrastructure support. These insights provide practical implications for organizations seeking to enhance talent management practices within the public sector.   Originality: While contributing valuable insights into the talent management process, it is imperative to acknowledge the limitations of this study, primarily its exclusive focus on the procedural aspects without exploring the subsequent impact on individual or organizational performance. Future research endeavors could leverage our findings as a foundational reference, expanding upon these areas for a more comprehensive understanding.

… on talent mobility is more pronounced within the same province, suggesting that these funds effectively promote intra-provincial talent mobility and help curb the outflow of local talent. …

党的二十大报告强调，深入实施人才强国战略，培养造就大批德才兼备的高素质人才，是国家和民族长远发展大计。随着人工智能、区块链等新技术大规模应用，智慧城市治理成为城市现代化发展的核心方向，与之适配的人才培养模式创新迫在眉睫。本研究基于对政府部门、企业、行业协会等智慧城市治理相关岗位需求的调研，剖析智慧城市治理人才能力需求差异，揭示当前高校人才培养在课程体系、实践教学、师资结构、学生综合素质等方面存在的显著差距。以广东财经大学智慧城市治理创新班为例，探索构建"前沿技术赋能+多元实践锤炼+综合素养培育"的三位一体智慧城市治理人才培养体系，提出创新人才培养理念与目标、创新构建课程体系、创新实践教学方式、强化师资队伍建设、创新教研组织赋能、全面提升学生综合素质等举措，配套相应的保障机制，旨在为数字文明时代培育兼具技术专长、管理智慧与人文情怀的复合型智慧城市治理人才提供理论依据与实践路径。

文章基于我国2009—2021年282个地级及以上城市面板数据测度了各城市资源错配指数，并采用双重差分法实证分析了智慧城市建设对城市资源错配的影响。研究结果表明：智慧城市建设能够改善城市资源错配，其通过降低政府干预水平和提高区域技术创新水平改善资源错配。异质性分析发现：中部地区智慧城市建设对资源错配的缓解效应显著，东部地区和西部地区智慧城市建设对资源错配的缓解效应不显著；智慧城市建设对资源型城市资源错配的缓解效应显著强于非资源型城市。在新发展格局下，应因地制宜建设智慧城市，积极发挥政府的引导作用，提高企业科技创新能力，实现资源优化配置。

科技创新人才是城市提升创新能力的核心资源,是科技进步的关键要素。科技创新人才政策作为城市争夺人才的工具，被各个城市广泛采纳和使用。以161个城市为研究对象，运用事件史分析方法，探寻城市科技创新人才政策扩散的动力因素并进行时空差异分析。研究发现，城市科技创新人才政策扩散具有双重动力因素：在需求拉动因素中，经济发展水平和财政收入是影响城市科技创新人才政策扩散的主要因素；在压力推动因素中，行政指令、府际竞争和社会舆论显著影响城市科技创新人才政策扩散；在政策扩散平稳增长期，双重动力因素共同作用于政策扩散过程，而在政策扩散加速和减速增长期，城市科技创新人才政策扩散动力因素存在差异；在东、中部地区，压力推动因素占据主导，而在西部地区，双重动力因素都发挥重要作用。

新质生产力作为创新主导的先进生产力质态，其形成与发展依赖于生产要素的创新性配置，而农村劳动力流动作为要素空间重构的核心载体，二者的互动关系构成新时代城乡融合与高质量发展的关键命题。基于区域经济学视角，本文在梳理传统劳动力流动理论与新质生产力理论内核的基础上，指出传统理论在解释数字经济时代要素流动与生产力跃升耦合关系时的局限，重构“要素—空间—制度”三维理论分析框架；从正向传导与反向重塑双重视角，深化农村劳动力流动与新质生产力互动的作用机制；最后结合学术研究与政策实践，展望数字赋能、绿色转型、城乡双向流动等前沿方向。研究认为，农村劳动力流动与新质生产力的良性互动，本质是人力资本升级、要素配置优化与制度创新协同演进的过程，其有效实现需要破除制度壁垒、强化技能培育、构建城乡统一要素市场。

如何通过调适基层治理结构来化解基层治理难题，可以基于国家治理视域下政党、政府与社会关系的演变，构建整体性治理理论分析框架，这将赋予基层治理现代化新的时代内涵和实践意义。整体性治理以政党、政府与社会的协同，推动政党引领下纵向国家一体化和横向社会一体化，从而实现势能、效能与动能之间的均衡，维系“多维共治”的格局，展现中国之治的独特优势。当代数字技术越发深入地渗透到公共治理的不同层面与诸多维度，基于数字技术势能，可驱动基层治理效能提升，进而以整体性智治塑造基层治理现代化新路径。党和国家推进基层治理现代化的实践历程经历了改革开放前政党政治逻辑下的“单一治理”、改革开放以来科层逻辑下的“党政统合治理”到新时代以来协同逻辑下的“整体性智治”。基于整体性视角的智慧治理有助于形成“政党有力、政府有为、社会有效”的“党政统合”多元共治和协同演进的高质量治理模式，并以数字技术赋能基层治理，助推基层治理现代化。

数字智能技术在深刻改变现代组织运行形态的同时也引发了全球性治理变革。在数字智能技术深深嵌入基层社会空间的时代背景下,如何理解、把握和推进基层治理的数字化转型已经是重要的理论和实践课题。面临日益多元的服务管理需求和日益复杂的治理情境,基层治理数字化转型的根本目标是基于数字智能技术的治理形态的敏捷化重塑,即通过提升治理体系的感知能力、协同能力和整合能力,因应环境和需求的快速变化,为社区居民提供更精细的服务、更整洁的环境、更安全的生活。因此,其本质是公共价值的共同创造。在这个过程中,基于“清晰化目标—持续性驱动—整合性行动”的战略三角对于推动良性、平稳的数字化转型意义重大。从长远角度看,加强数字底座集约化、场景建设融合化、基层空间孪生化、数字转型用户化、线上线下一体化建设,是未来基层治理数字化转型的必然路径。

在基层治理数字化转型加速推进的同时,弱势群体面临的“数字鸿沟”问题日益凸显。选取老龄化社区、县域乡村、混合型街道3类不同形态的基层治理场景,从接入、使用、能力、效能4个维度分析“数字鸿沟”弥合策略,呈现出线上线下融合、强化数字意识、多元主体协同的发展趋势。在此基础上提炼出一个层次分明、多措并举的“数字鸿沟”弥合策略体系,旨在为基层治理的数字化转型提供包容性发展的实践指引。

现阶段数字经济蓬勃发展，已经成为推动黄河中下游地区高质量发展的关键驱动力，因此探讨二者之间的作用关系显得尤为重要。鉴于此，文章在理论探讨数字经济对黄河中下游城市高质量发展的作用路径及空间效应的基础上构建了高质量发展指标体系和数字经济发展指标体系，并利用2011—2019年黄河中下游38个地级及以上城市面板数据实证检验了数字经济对高质量发展的影响。结果表明：①数字经济对黄河中下游城市高质量发展的影响呈现出“先抑制后促增”的U型关系，且正向促进作用具有“边际效应”递增的非线性特征；②基础设施建设、技术创新能力均能够起到数字经济影响高质量发展的桥梁作用；③数字经济发展水平越高的地区数字经济对高质量发展的推动作用越强，表现出一定的“数字鸿沟”效应；④数字经济发展存在空间外溢效应，本地区数字经济的发展会吸引技术、资本等生产要素以更廉价的方式流向该区域，形成“虹吸集聚”，对邻近地区的高质量发展产生负向影响。

摘 要： 基于2008—2018年中国212个地级市面板数据,构建双重差分模型，评估智慧城市建设对城市科技创新能力的政策影响效应，并对城市异质性进行拓展分析。结果显示，智慧城市政策能够显著提高区域科技创新能力，且城市科技创新基础越好，政策效应越突出。据此提出智慧城市建设应从优化科技创新投入结构、共建协同创新平台、完善成果转化机制、优化创新空间布局等多个维度协力打造科技创新生态，整体提升科技创新实力。

共同富裕是社会主义的本质要求，实现共同富裕需坚持创新驱动发展。文章在理论分析的基础上，利用2002—2020年中国258个城市的面板数据，以创新型城市试点政策的实施作为准自然实验，运用多期双重差分模型实证检验创新型城市试点政策对共同富裕的影响。结果表明：创新型城市试点政策的实施有利于促进共同富裕，该结论在经过一系列稳健性检验之后依然成立。异质性分析表明，创新型城市试点政策能更为显著地促进中西部地区以及一般城市共同富裕发展。作用机制检验表明，创新型城市试点政策主要通过城镇化、人才集聚和产业结构升级等途径对共同富裕产生影响。文章的研究不仅拓展了创新型城市试点的政策效应分析，也为新时期促进共同富裕发展提供政策启示，还为下一阶段继续扩大创新型城市试点范围选择提供决策依据。

伴随着智慧城市建设实践的快速发展，智慧城市研究引起了城市科学、地理科学和管理科学等多学科的广泛关注与探讨。本文在分析近十年来我国智慧城市研究文献基础上，重点从智慧城市内涵、智慧城市发展阶段、智慧城市影响因素、智慧城市逻辑框架、智慧城市行业应用等方面，梳理我国智慧城市研究取得的进展。同时指出，在智慧城市的跨学科研究、区域体系、影响因素与系统影响机理和新时代发展路径研究等方面尚未引起足够重视。未来智慧城市建设，应着力加强智慧城市跨学科、智慧城市体系、智慧城市仿真模拟、智慧城市影响因素及动力机制研究，以及新时代智慧城市发展路径的探索。

In the context of globalization and rapid technological changes, the preservation of human capital and its multiplication are becoming an increasingly important factor of economic growth. These challenges are particularly acute for the European Union and the UK, which have been gradually losing their competitive positions in the world economy over the past decades. In this context it is particularly important to analyze policies aimed at stimulating highly skilled migration carried out at different levels, including the municipal level. Despite their limited competences in the field of migration regulation, municipal administrations are able to influence its dynamics and structure by creating a comfortable urban environment and housing policy, increasing transport accessibility, facilitating employment of local university graduates, supporting return migration, and using other soft measures to attract highly qualified specialists and representatives of the creative class. This process, however, has both winners and losers. Many cities, primarily in the peripheral EU countries, are not able to cope with the competition and handle the ever increasing brain drain problem, which requires comprehensive solutions involving not only municipal administrations but also central authorities and supranational European institutions.

… of high-skilled talent flow on … Future studies could explore these differences, particularly as some developed nations begin implementing specific policies to attract high-skilled talents. …

… Unsurprisingly, the literature ignores the effects of government policies on talent flows on … effect of smart cities, we include a control variable for the construction of smart cities (Smartcity) …

… Policies – 2024Footnote 10 ), to the concentration of potential high-skilled human capital and talent within smart cities that … , reinforcing the smart city’s capacity to attract talent despite …

… emerging “talent war.” Drawing on a comprehensive content analysis of policies across 199 cities from 2017 to 2020, we develop and apply a novel coding scheme to quantify policy …

In cities, complementarity between a low-skilled and a high-skilled workforce can promote each other to improve labor productivity. In this study, we used earlier census data and 1% population survey data to examine the distribution of the skilled workforce in cities in the People's Republic of China (PRC) along with its changes, and drew the following three conclusions. First, a highly skilled workforce is the engine of urban development, increasing urban wages and population. Second, big cities can promote complementarity between skill sets so that there are greater numbers of high-skilled and low-skilled workers in those cities. This explains why both low-skilled and high-skilled workforces agglomerate in big cities. Last, complementarity between the low-skilled and high-skilled workforce is inhibited in the PRC's cities because of the biased household registration system (HRS) toward the high-skilled workforce, resulting in limited supply of low-skilled labor. This policy is not conducive to enhance labor productivity in big cities and to carry out its leading role of economic growth.

Smart cities are a modern reality in an increasingly digitized and fast changing world; and, as multidimensional, multilayered and interconnected career ecosystems they bring a number of challenges for the development of sustainable careers. What are the systemic roots of these challenges, and how can we deal with them to support the emergence of sustainable careers? We draw on a sociotechnical approach, supplemented by a dynamic person–environment fit perspective, to describe two systemic challenges tied to the development of sustainable careers in smart cities, namely: (1) an unbalanced fit, in that the highly digitized context fits best with highly educated and information and communications technology (ICT) literate citizens working in knowledge intensive organizations; and (2) a volatility of fit, associated with the complex and fast-changing smart urban context. Based on the sociotechnical analysis, we put forth three suggestions for addressing these challenges and creating a sustainable career ecosystem focused on: (1) the continuous development of ICT literacy, knowledge, talents and skills; (2) citizen participation and career communities; and (3) network-centric organizing of sustainable careers that could alleviate some of the challenges associated with the parallel development of sustainable careers and smart cities.

The co-agglomeration of the digital economy industry and manufacturing is significant for addressing issues such as being “large but not strong” and “comprehensive but not refined” in China’s manufacturing sector. This study uses 269 cities in China from 2006 to 2022 as the research sample, innovatively employing data from digital economy enterprises and manufacturing enterprises to measure industrial co-agglomeration, and comprehensively analyzes the mechanism of how the inflow of digital talents influences the co-agglomeration of the digital economy industry and manufacturing. The findings are as follows: (1) From 2006 to 2022, the inflow of digital talents and the level of co-agglomeration between the digital economy industry and manufacturing in Chinese cities have consistently risen, generally moving towards higher inflow and higher levels of co-agglomeration. However, the inflow of digital talent in the central and western regions is relatively low, with most cities still facing difficulties due to inadequate policy support and resource investment. Industrial co-agglomeration exhibits characteristics of “core–periphery”, “multi-core agglomeration”, and “gradient diffusion” coexisting. (2) The flow of digital talents can significantly promote the co-agglomeration of the digital economy industry and manufacturing, and this conclusion remains valid after robustness testing. The flow of digital talents drives the co-agglomeration of the digital economy industry and manufacturing by enhancing the level of digital technology innovation, promoting the spillover and flow of digital knowledge, increasing the entrepreneurial activity of urban digital economy enterprises, and upgrading industrial structures. Furthermore, digital economy policies play a regulatory role in this process. (3) The promotion effect of digital talent inflow is more pronounced in low- and mid-end manufacturing, high-grade cities, well-developed digital infrastructure, and non-resource-based cities. By contrast, this effect is relatively weaker in high-end manufacturing and low-grade cities. In cities with weak digital infrastructure and resource-based cities, this effect is not significant. (4) The inflow of digital talents and the co-agglomeration of digital economy industry and manufacturing have a significant promotion effect on cities with similar economic development levels and adjacent geographical locations, demonstrating a positive diffusion effect.

… maps the evolution of knowledge transfer by MNEs and the knowledge workers’ role. We … clusters related to mobility, the use of expatriates and knowledge transfer, knowledge spillover, …

This empirical paper investigates the relationships between the amount of human capital that flows into a firm and two activities underlying a firm’s knowledge production, variation or change and knowledge retention. We track the flow of human capital within and across organizational and geographic space for all multi‐unit banks operating in the world foreign exchange trade industry from 1973 to 1993. The findings indicate that an increased reliance on past experience reduces how much human capital a firm imports in the future. This effect is moderated by a self‐reinforcing cycle of human capital inflow. Inflows of human capital also decline when a firm has recently adopted novel changes in its operations. The paper uses evolutionary thinking to define a model for intrafirm knowledge production.

… We discuss the concept of ‘‘team human capital’’ and study the renegotiation of labor compensation after team members privately observe their own reservation wage. As labor …

Acquisitions enable firms to access new knowledge from target firms, along with the scientists who created the knowledge, to enhance their own knowledge creation outcomes. We explore how the retention of target firm scientists and acquired knowledge characteristics affect new knowledge creation outcomes for the acquiring firms. Using a sample of 111,227 patents following 301 high†tech acquisitions in 1990–2000, we find that acquiring firms that avoid the exodus of target firm scientists increase their likelihood of creating highly impactful knowledge. Moreover, the characteristics of acquired knowledge and organizational context of the acquiring firms moderate this relationship. The positive effect of target firm scientist retention on the likelihood of creating highly impactful knowledge during the post†acquisition period is stronger when the acquired knowledge is complex, whereas such a relationship is weaker when the acquired knowledge stock is similar to that of the acquiring firm.

Global human mobility constitutes a key mechanism for knowledge transfer. This study examines the micro-dynamics of knowledge transfer in the developed-developing country migratory context. It highlights the agentic role of return migrantsintransformingoverseaslearningintorelevantknowl-edge in their home contexts. Drawing on situated and relational theories of knowledge and learning, the study views knowledge transfer as a relevance discovery process. It looks at a group of highly skilled migrants who had returned from developed coun-triestoEthiopia.Despitetheirhighskill,thefocusofknowledge transfer was mostly in non-technical fields that include a broad range of organizational knowledge and work practices. These were made relevant to the local context through the returnees’ ‘work of reconciliation’, involving ‘engagement’, ‘alignment’ and ‘imagination’. The study challenges the standard assumption of a one-way linear flow of knowledge from developed to developing countries. It sheds new light on the migration-development link by highlighting the ‘aspirational’ aspect of migrant transnational learning. actors’(Giddens, 1984)who operate acrossthe host and home country professional and social contexts. The study examines a group of highly skilled migrants who returned from developed countries to Ethiopia. The developed-developing country migratory context reveals the relational forces and interactive dynam-ics of transnational learning and knowledge transfer. This is not only because of the challenges to knowledge transfer business and knowledge transfer activities in their origin home communities (Lituchy, This study examines the experience of a group of highly skilled return migrants to shed light on their transnational learning experience and the micro-processes of knowledge transfer.

… Recent developments in the study of human resources, initiated particularly by the … mobility. This paper aims to integrate labor mobility into the analytical framework of human capital …

… As I highlighted earlier, a positive γD could reflect domestic human capital spillovers but may also reflect that growing firms are also likely to simultaneously increase wages for all …

… on work histories of 111 immigrant construction workers, we … low on traditional human capital attributes but high on work … build mobility pathways through skill transference, on-the-job …

… of knowledge flows through labour mobility: a social capital … how knowledge flows across companies through labour mobility, … Human capital arguments stress the disadvantages of local …

The research has investigated broad international best practice as part of policy lessons to analyze empirical evidence on what works and why to provide recommendations for the United Arab Emirates. "UAE Vision 2021" aims to provide a professional and capable workforce, committed to the achievement of the UAE's objectives. National human resource management mechanisms aim to attract, nourish and retain competent and committed public services at both the national and federal levels. The purpose of the study is the role of advanced technologies and artificial intelligence in attracting the most qualified employees. The vital paper has a positivist qualitative content analysis methodology which results in policy that emphasizes mixed performance of transactional and transformational. Influence of performance management, organizational estrangement and leadership behavior with advanced technology application. Success is the attraction and contribution to the implementation of Artificial Intelligence initiatives.Leadership development with good government mechanisms such as modernization, motivation, selection and acquisition, new wages and benefits, knowledge development, performance management, employee participation, career development, rewards, health, work-life balance, and organizational development. Improving practice and legislation, creating attractive work environments and equality of opportunity. Best practice can help UAE public services to attract, develop, and retain a professional and committed workforce capable of quickly adapting to the challenges of major advancements in artificial intelligence and disruptive information and communication technologies today and tomorrow. The work is limited by the fact that not all reports are in the public domain, so it may be exposed in detail.