【摘要】 国家级人才项目在精英院系中已由专项激励演变为常态化的评价信号，并在院系制度运行中持续影响青年教师职业发展。本文聚焦物理学A类学科院系，基于访谈和制度文本资料，提出“象征性锁定”概念，用以解释人才头衔如何嵌入院系治理并塑造青年教师职业发展的机制。人才头衔被前置并与教师聘任、晋升、薪酬和考核紧密挂钩，在实际运行中成为留任、晋升和资源分配的重要依据；在年龄限制与聘期考核等多重压力下，青年教师围绕“是否冲头衔、何时冲、怎么冲”形成多种策略；头衔优势逐渐固化为选人用人的默认标准，加剧学术理想、事业追求与绩效导向之间的长期张力。未来，应在院系层面审慎处理人才项目与人事制度之间的绑定，强化专业评价的主导地位，完善日常承认与支持机制。更多还原

【Abstract】 National-level talent programs have evolved from targeted incentives into routine evaluative signals within elite academic departments, exerting sustained influence on the career development of early-career faculty through departmental governance mechanisms. Focusing on physics departments in China classified as Tier-A disciplines, this study draws on policy documents and semi-structured interviews to develop the concept of “symbolic lock-in”, which explains how talent titles become embedded in departmental governance and shape early-career faculty members’ career development. The findings reveal that talent titles are placed at the front end of evaluative processes and are tightly coupled with faculty recruitment, promotion, remuneration, and performance assessment. In practice, these titles function as key criteria for retention, advancement, resource allocation. Under the combined pressure of age thresholds and tenure-track evaluation systems, early-career faculty adopt diverse strategic responses regarding whether, when, and how to pursue talent titles. Over time, the advantages associated with such titles become entrenched as default standards for personnel selection and evaluation, thereby intensifying long-term tensions among academic ideals, career aspirations, and performance-oriented incentives. Looking ahead, it is necessary to reassess the linkage between national talent programs and internal personnel systems, safeguard the primacy of professional judgment in evaluation, and improve routine mechanisms of recognition and support.更多还原