지방대학 졸업생의 역외유출 결정요인분석

Abstract

Abstract

The purpose of this study is to find prevention plan of brain drain through analysis of determinants of brain drain in terms of creating a structure of fostering manpower with a good quality from provincial universities, supplying them in local industry and expanding employment of graduates from local universities in the local area. If considering the goals of the NURI(New University for Regional Innovation) Project to foster middle-grade workers necessary for the local areas, it is necessary to examine the factors affecting brain drain. Through the analysis, we have tried to identify the ways to take advantage of human resources for community development while relieving the poor labor market situation of provincial university graduates by making local talent remain in the area. This study analyzed the determinants of brain drain based on the data of 28,100 four-year provincial university graduates who participated in the NURI Project. University locations have been divided into 11 locations and the labor markets into 6 regions considering their geographic accessibility. Factors affecting brain drain from local universities graduates have been analyzed by examining brain drain determinants through binomial logistic regression analysis according to the division of locations and outside these regions. Also we have identified the features of the metropolitan area employment and other local area employment compared with the local employment by extending to the multinomial logistic regression analysis. The results of determinants of brain drain from locations showed that the higher GPA and SAT scores are, the higher the probability of brain drain is significantly. This shows brain drain from local. The larger the number of the entrance quota/employment location employee is and the smaller GRDP is, the higher the probability of brain drain is significantly. This indicates that brain drain happens by the lack of jobs within local. The larger the enterprise scale is, the higher the probability of brain drain is significantly. This also partly explains that brain drain happens looking for decent jobs. These results show that jobs are important factor in the brain drain of the local. The nearer the distance to Seoul City Hall is, the higher the probability of brain drain is significantly. It indicates that the easier the metropolitan accessibility is, the higher the probability of brain drain of local talents is significantly and that spatial distance is an important factor to local talent brain drain. The results of determinants of regional brain drain show that the higher GPA and SAT score are, the higher the probability of brain drain is significantly. This means brain drain of regional outstanding talents. The probability of regional brain drain is less than that of local brain drain. The larger the number of the entrance quota/university graduate employee is and the smaller GRDP is, the higher the probability of brain drain is significantly. Brain drain happens by the lack of jobs in the region. The larger the enterprise scale is and the smaller the numbers of employment location and employee of large enterprises/employment location employee is, the higher the probability of brain drain is significantly. This shows that brain drain happens looking for decent jobs as well as jobs within regions. The regional analysis results shows that jobs are important factors affecting regional brain drain. These results suggest that to create decent jobs within regions is more important task in order to reduce the brain drain. The nearer the distance to Seoul City Hall is, the higher the probability of brain drain is significantly. This shows that the spatial distance acts as an important element in brain drain and that the nearer the distance to the metropolitan area is, the higher the probability of brain drain is significantly. For distance variable, the probability of regional brain drain is smaller than that of local brain drain. These results suggest that regionalization of labor market is efficient for community development making local talents remain in their own region. Based on the results of this study, several policy implications are suggested. First, social responsibility is required to create a working environment so that higher educated human resources may play their own role within the community. Second, if finance supporting policies for education which are highly linked with the regional strategic industry are utilized, employment will increase within local regions. Third, it is more important to create decent jobs within regions of labor market in order to use talents who are educated in local universities as a key factor for community development. Fourth, it is needed to find the ways to take an advantage of talents by widening regional labor market beyond administrative locations.