推进新疆社会稳定和各项事业不断向前发展，人才是关键。自2003年西部计划启动以来，在过去的19年，约25000名优秀青年响应国家号召，通过各种渠道的志愿者计划到新疆志愿服务，这些青年优秀人才，为新疆社会稳定和和经济发展起到了重要作用。因此，在新形势下如何提高西部计划志愿者留疆率，如何让更多优秀西部计划志愿者扎根新疆，建设新疆具有非常重要的现实意义。

本文基于新疆A县自2003年以来184名志愿者留疆就业和789名志愿者选择离疆的现状，通过定性和定量相结合的研究方法，从多重匹配角度对留疆和离疆的西部计划志愿者进行对比访谈和问卷调查，探究影响西部计划志愿者留离倾向的多重变量及其彼此之间的交互作用关系。本研究分别对2名在岗志愿者、2名服务期结束后继续留疆工作的志愿者和2名服务期满后离疆就业的典型代表进行访谈，力图澄清受访对象服务期间岗位匹配度及其对服务期满后留离新疆倾向等影响关系。同时，通过发放和收回调查问卷315份，掌握在岗志愿者人岗多重匹配、工作满意度、志愿服务动机和留离倾向的一手资料，并利用统计软件SPSS26.0对获得的数据进行进一步的探究和分析。研究发现新疆A县西部计划志愿者人岗多重匹配程度较好，但同时具有较高的离疆倾向，一定程度上反映了西部计划志愿者队伍的不稳定性。文化程度和服务年限对其志愿服务动机和人岗多重匹配程度存在显著性差异。综合分析得出以下结论：（1）人岗多重匹配对工作满意度的关系是正相关的；（2）服务期间的工作满意度与留疆倾向是正相关，与离疆倾向负相关；（3）人岗多重匹配对留离倾向的关系是负相关的；（4）工作满意度在人岗多重匹配与留离倾向中起中介效应。

本文结合调查研究的结果和实际情况，为提高西部计划志愿者留疆比例，从提高人岗匹配度（个人能力、个人个性、工作本身、工作条件、工作回报、人际关系）和提升工作满意度方面提出了持续优化和改进的对策建议。

Talent is the key to promote social stability and the continuous development of various undertakings in Xinjiang. Since the launch of the Western Plan in 2003, in the past 19 years, about 25,000 outstanding young people have responded to the call of the state to volunteer in Xinjiang through various channels of volunteer programs. These young talents have played an important role in social stability and economic development in Xinjiang. Therefore, under the new situation, how to improve the retention rate of western plan volunteers, how to let more excellent western plan volunteers rooted in Xinjiang, the construction of Xinjiang has very important practical significance.

Based on the current situation of 184 volunteers who have stayed in Xinjiang and 789 volunteers who have chosen to leave Xinjiang since 2003 in County A of Xinjiang, this paper, through a combination of qualitative and quantitative research methods, conducts a comparative interview and questionnaire survey on the Western Plan volunteers who have stayed in Xinjiang and left Xinjiang from the perspective of multiple matching, and explores the multiple variables affecting the tendency of Western Plan volunteers to stay in Xinjiang and the interaction between them. This study interviewed two volunteers, two volunteers who continued to work in Xinjiang after the end of the service period and two typical representatives who left Xinjiang after the expiration of the service period, trying to clarify the relationship between post matching degree and the tendency of leaving Xinjiang after the expiration of the service period. At the same time, through the issuance and recovery of 315 questionnaires, master the first-hand information of post multiple matching, job satisfaction, volunteer service motivation and leaving tendency of volunteers, and use statistical software SPSS26.0 to further explore and analyze the data obtained. The study found that the multiple matching degree of the western planned volunteers in County A of Xinjiang was good, but at the same time it had a high tendency to leave Xinjiang, which reflected the instability of the western planned volunteers to some extent. Education level and service years have significant differences in the degree of multiple matching between volunteer service motivation and post. The following conclusions are drawn from the comprehensive analysis : ( 1 ) the relationship between job satisfaction and multiple matching of people and posts is positively correlated ; ( 2 ) Job satisfaction during service is positively correlated with the tendency to stay in Xinjiang, and negatively correlated with the tendency to leave Xinjiang ; ( 3 ) Person-post multiple matching is negatively correlated with the tendency of leaving ; ( 4 ) Job satisfaction plays a mediating role in multiple job matching and retention tendency.

Based on the results of the investigation and the actual situation, in order to improve the proportion of volunteers in Xinjiang, this paper puts forward some countermeasures and suggestions for continuous optimization and improvement from the aspects of improving the person-job fit ( personal ability, personal personality, work itself, working conditions, work return, interpersonal relationship ) and improving job satisfaction.