战略性新兴产业新质人才核心素养与培养机制研究——基于活动理论的混合方法分析

Research on the Core Competencies and Cultivation Mechanisms of New-Quality Talents in Strategic Emerging Industries—A Mixed-Methods Analysis Based on Activity Theory

摘要: 战略性新兴产业的跨界融合特征与高校传统学科分割的培养体系之间存在根本性结构错位，导致新质人才供给严重滞后于产业需求。本研究以活动理论为分析框架，采用扎根理论方法，通过对28位来自产业、高校及政策管理部门的代表进行深度访谈，系统探讨了战略性新兴产业新质人才核心素养的维度结构与培养机制。研究发现：(1) 战略性新兴产业新质人才核心素养是一个包含专业知识与技能素养、创新与整合素养、数字化与智能化素养、沟通与协作素养、国际化与战略视野、价值观与责任素养等六个维度、二十七个要素的复合结构，并呈现“基础层–支撑层–发展层–引领层”的四层递进逻辑；(2) 新质人才培养活动系统由主体、客体、中介工具、规则、共同体与分工六个要素构成，通过“目标牵引–工具中介–规则引导–分工协作–反馈调节”五重机制协同运作，形成“教育系统–产业系统”双循环的动态演化系统。本研究构建的核心素养金字塔模型与培养机制框架，为破解我国战略性新兴产业人才供需结构性矛盾提供了理论依据与实践路径。

Abstract: There is a fundamental structural misalignment between the cross-border integration characteristics of strategic emerging industries and the traditional discipline-based training system of universities, resulting in a serious lag between the supply of new-type talents and industry demand. This study uses activity theory as the analytical framework and adopts the grounded theory approach. Through in-depth interviews with 28 representatives from industry, universities and policy management departments, it systematically explores the dimensional structure and training mechanism of the core competencies of new-type talents in strategic emerging industries. The study found that: (1) The core competencies of new-type talents in strategic emerging industries is a composite structure with six dimensions and twenty-seven elements, including professional knowledge and skills, innovation and integration, digitalization and intelligence, communication and collaboration, internationalization and strategic vision, and values and responsibility. It presents a four-layer progressive logic of “foundation layer - support layer - development layer - leading layer”; (2) The new-type talent training activity system consists of six elements: subject, object, intermediary tools, rules, community and division of labor. It operates through five mechanisms of “goal-driven - tool-mediated - rule-guided - division of labor and cooperation - feedback adjustment” to form a dynamic evolutionary system of “education system - industry system” in a dual cycle. The core competency pyramid model and training mechanism framework constructed in this study provide a theoretical basis and practical path for solving the structural contradiction between supply and demand of talents in my country’s strategic emerging industries.