Performance evaluation is an important link in the management of research teams in soft science research institutes,and is crucial for promoting the construction and development of research teams.This paper adopts methods such as in-depth interviews and online surveys to survey the performance evaluation status of research teams in soft science research institutes from the aspects of evaluation system,evaluation indicator design,evaluation organization and implementation,evaluation result application,and problem and suggestion feedback.The research has found that the performance evaluation of the soft science research institutes has prominent problems such as insufficient top-level design,relatively lack of qualitative indicators,insufficient emphasis on achievement transformation and application,and inadequate evaluation mechanism.It is recommended to strengthen the top-level design and institutional construction of performance evaluation,optimize the evaluation indicator system,improve the evaluation mechanism,and attach importance to the evaluation result application.
In the era of the Internet,relying on instant messaging tools has gradually become a part of our work.This paper,based on the stress-cognitive evaluation theory,through an online questionnaire survey of 1199 employees,explores the influence of instant messaging overload on their work reshaping behavior,and analyzes the mediating effect of role ambiguity and job insecurity,as well as the moderating effect of occupational efficacy.The research has found that instant messaging overload is significantly positively correlated with role ambiguity and job insecurity,and negatively correlated with job reshaping behavior;role ambiguity and job insecurity play a partial mediating role between instant messaging overload and job reshaping behavior,and there is also a significant chain mediating effect between role ambiguity and job insecurity;occupational efficacy plays a moderating role in the relationship between instant messaging overload and role ambiguity,as well as job insecurity;the stronger the employees'occupational efficacy,the lower their role ambiguity and job insecurity caused by instant messaging overload,so that individual job reshaping behavior will increase significantly.It is hoped that it has theoretical significance for understanding the influence of instant messaging overload on employees'work behavior performance,and how to respond to and improve employees'work reshaping behavior.
Employment settlement of retired soldiers is a key and difficult point in China's employment work.This paper systematically reviews the employment settlement policies and thematic literature of retired soldiers,analyzes the current status,hotspots,and directions of researches on employment of retired soldiers,and then finds problems in employment settlement of retired soldiers,including that there are many problems but few countermeasures and suggestions;there are many publicities and promotions but few investigations and practices;there are many qualitative analyses but few quantitative analyses.To promote the employment settlement of retired soldiers,it is necessary to ensure proper entry,strictly restrict conditions,and raise the threshold for enlistment;do a good job in cultivation,smooth learning channels,and enhance overall quality;do a good job in service,strengthen policy implementation,and promote personnel-job matching;do a good job in casting ideology,improve political standing,and fully ensure employment.
With the increasingly fierce market competition today,organizations are increasingly recruiting new-generation employees to enhance their competitive strength.The new-generation employees not only bring energy and vitality to the organization,but also pose a direct threat to the work status and job promotion of older employees in the organizations.This paper,based on the stress interaction theory and impression management model,taking 336 elderly employees as the research object and using methods such as hierarchical regression and Bootstrapping,constructs a chain mediating model of the influence of status threats of new-generation employees on innovative behavior of elderly employees.The research results show that the status threat of the new-generation employees is positively promoting innovative behavior of elderly employees;the two mediating variables,i.e.,self-monitoring and impression management,can partially explain the influence mechanism of the status threat of the new-generation employees on the innovative behavior of elderly employees,and there is a chain mediating effect between the two variables.
Philosophy and social science talents are the driving core for achieving economic revitalization and confidence gathering,while colleges and universities,as knowledge gathering places,are important carriers of philosophy and social science talents.However,the loss of philosophy and social science talents in colleges and universities in China and the overall upward flow of high-end philosophy and social science talents have led to uneven distribution of talents.This paper,based on an analysis of the current situation of philosophy and social science talents in colleges and universities in Heilongjiang Province,and combined with a survey on philosophy and social science talents in colleges and universities,social science academies,government agencies,and other scientific research institutions in Heilongjiang Province who are currently employed and have already flowed out,analyzes the reasons,characteristics,willingness,and problems in career development of philosophy and social science talents in Heilongjiang Province,and proposes countermeasures and suggestions from the perspectives of ideology,management and policy,in order to promote the development of philosophy and social science talents in colleges and universities in China in the new era.
On the basis of learning from the foreign pre-employment and long-term employment system,Chinese colleges and universities have gradually begun to implement the pre-employment and long-term employment system in combination with their own characteristics.However,due to the particularity of disciplines and majors,the applicability of the pre-employment and long-term employment system in art colleges and universities needs to be effectively analyzed and tested.By comparing the influence of implementing the pre-employment and long-term employment system on the academic achievements of teachers in six art colleges and universities in China,the results show that the pre-employment and long-term employment system has a significant influence on the academic output of art colleges and universities.This indicates that art colleges and universities should combine career development needs,take moral education as the fundamental task,fully leverage the baton role of the pre-employment and long-term employment system,promote strengths and avoid weaknesses,and effectively mobilize the enthusiasm of teachers.At the same time,colleges and universities implementing the pre-employment and long-term employment system also need to pay attention to the psychological influence of policy implementation on teachers and prevent them from experiencing occupational burnout.
Doctoral talents,as those who receive the highest level of education,are the main source of high-level innovative talents.In recent years,the growth of doctoral talents in China has been rapid,but the total amount is relatively insufficient,and there is a certain employment structural contradiction.Under the strategic requirement of achieving high-level technological self-reliance and self-improvement,various departments in various regions have introduced policies,committed to leveraging policy advantages,enhancing talent aggregation,and making doctoral talents an important target for talent introduction.From the perspective of policies in various regions,the document carriers are relatively scattered,the policy content focuses on material incentives,life security,and talent development,the policy strength reflects the supply and demand relationship of doctoral talents in various regions,and attracting doctoral talents to work in enterprises has become a new hot topic in doctoral talent policies.However,there is still room for improvement in realizing the differentiation of policies,stimulating the enthusiasm of employers,stimulating the value of talents,and promoting the integration of policies.
With the development of the economy and society,talent has gradually become the core force of development.In order to attract talents,various regions have successively introduced a series of talent policies,but there is a phenomenon of emphasizing the introduction over the use in the implementation process.This paper,focusing on the effectiveness of implementation of talent policies,oriented by talent policy goals and based on the goal acquisition model,constructs a talent policy effectiveness evaluation system.Empirical research is conducted by taking distinguished professors of the"Minjiang Scholars"as an example.The research has found that"Minjiang Scholars"has a high level of participation and performs well in teaching and research work,but the performance in team building and disciplinary development is poor,and there are problems such as imbalanced development during talent introduction,policy goals not set for different disciplines,lack of implementation details,and insufficient policy supporting facilities.Facing the future,in terms of policy formulation,it is necessary to strengthen the goal orientation and operability of policies,set policy goals based on reality and focus on breakthroughs;in terms of policy implementation,it is necessary to provide embedded talent guidance support and services,and improve the implementation and construction of basic supporting facilities;in terms of policy evaluation,it is necessary to increase the real-time monitoring of the achievement of talent goals,and establish and improve the talent policy effectiveness evaluation system.
Building a socialist modern international metropolis with global influence requires a large number of outstanding international talents.The current international environment is becoming increasingly complex,and the introduction of high-level talents from overseas also needs to change accordingly.A survey on the overseas talent introduction by Shanghai headhunting agencies shows that from the perspective of talent introduction effectiveness,currently headhunting agencies are facing difficulties and problems such as inadequate institutional mechanisms,insufficient ability of local agencies to introduce overseas talents,inflexible employment mechanisms within the system,and certain concerns about the career development of high-level overseas talents in Shanghai,which restrict the headhunting agencies from introducing high-level overseas talents.To improve the efficiency of introducing high-level overseas talents,it is necessary to establish a sound and perfect market-oriented overseas talent introduction system,achieve effective integration of market-oriented talent introduction,establish a market-oriented talent introduction channel for general talents,improve the ability of headhunting agencies to introduce overseas talents,and enhance the social influence of the headhunting industry.
数字时代呈现出生产空间平台化、生产要素资本化、生产工具智能化等新特点,它们在推动生产方式变革的同时,也催生了一系列新的工作形态.以工作场景与要素变革为逻辑起点,分析梳理数字时代新的工作形态及对人力资源市场与流动管理的影响,主要包括以下特征:从类型看,主要形成了平台网约、"微创客"、远程办公、人机协作等新工作形态;从特点看,呈现出劳动者与组织之间的空间交互、人身依附及组织对劳动者的规则约束减弱,劳动过程管理动态化等新趋势;从影响看,工作形态的变化将对全社会的人力资源流动配置、企业内部的人力资源管理及劳动者个体的工作生态等形成一定挑战.对于劳动力市场而言,基于互联网的人力资源跨区域流动加剧;对于组织人力资源管理而言,企业文化建设、员工忠诚度管理以及内部组织架构等都面临新挑战;对于劳动者个人而言,多重职业带来多元身份有助于释放多元兴趣爱好,工作和生活的边界日渐消融.适应新工作形态的发展,未来迫切需要构建新的人力资源管理逻辑体系以及组织架构.
自2018年以来,美国加大对芯片行业投入和技术管制,在芯片产品、研发技术、创新人才三个方面对国际芯片业发展产生了重大影响,尤其是"芯片法案"的颁布,对芯片行业人才的国际流动影响巨大.文章从"芯片法案"的颁布目的入手,分析了该法案的主要内容与影响,发现今后海外芯片领域高层次人才或将面临中美"二选一"的抉择,加大我国芯片领域"高精尖缺"人才"引进来"和"走出去"的难度.美国逐渐强化针对芯片领域人才的政策支撑,必将加剧全球芯片领域人才的竞争.一些发达国家为促进芯片产业发展,在加强芯片产业立法、促进芯片产业人才发展、实施产业扶持政策、实行税收抵免政策等方面,采取了一系列富有成效的对策措施.在国际竞争环境下,我国急需加强芯片人才的培养和引进,抢抓海外人才"回流"机遇,加大对芯片领域原始创新人才的培养,拓展全球化引才引智渠道,加强人才安全防范,鼓励开展民间国际科技合作交流,加快培育良好的芯片产业生态.
伦理型领导强调道德引领与伦理规范,是企业激发员工主动作为的有效方式.本文基于社会交换理论,引入本土情感变量"真有之情"与"应有之情"为中介,来探讨伦理型领导与组织公民行为的关系,构建并验证了伦理型领导对组织公民行为的情感中介机制.通过问卷调查与层次回归,研究结果发现:第一,伦理型领导、"真有之情"与"应有之情"对组织公民行为有显著正向影响.伦理型领导以自身作表率,在组织内部践行伦理规范,从而能够正向影响员工的组织公民行为.第二,"真有之情"与"应有之情"在伦理型领导和组织公民行为之间存在部分中介作用.在中国传统儒家文化影响下,员工对组织的情感有着双重结构,既包含由心而发的"真有之情",又存在义务规范化的"应有之情".两者在组织交往过程中共同存在,且高度关联,会受伦理型领导风格影响而产生,并能推动员工从事角色外的组织公民行为.
雇主品牌是组织强化人才吸引力和赢得潜在员工的重要突破口.文章尝试通过多案例研究提取评价指标,再通过熵权法对构建的指标体系赋予权重,形成了包括获得感、幸福感、安全感三个维度的最佳雇主评价体系,包括员工发展激励、雇主形象传播、社会责任履行、顾客价值主张、经营发展能力、研发创新能力等6个一级指标和 14 个二级指标.研究发现,14 个指标整体权重较为均衡.首先,员工对于雇主自身经营能力和研发创新能力关注相对较多,雇主强大的硬实力成为员工安全感的重要来源,并进而成为其吸引雇员和赢得最佳雇主的重要因素.其次,薪酬和各项福利为员工自身带来的获得感,成为员工愿意加入企业并持续为其创造价值的动力来源.特别是在数字经济时代,新生代员工获取企业相关信息的平台也发生了很大变化,通过多样化媒介实现雇主形象的有效传播更是企业成为最佳雇主的重要着力点.最后,在新的职业场景下,员工对于雇主的评价不再仅仅是雇主本身的硬实力,社会责任履行与顾客价值主张也成为雇主形象脱颖而出的关键点.
建立健全符合事业单位特点、体现岗位绩效和分级分类管理的工资分配制度,是深化事业单位工资制度改革的方向.分类制度是完善事业单位工资制度的重要基础,直接影响着事业单位工资制度的实施效果.本文以经济行业分类为研究对象,重点分析了国际标准行业和中国国民经济行业的分类原则、编码方式和结果应用,提出应当打破事业单位的行政隶属关系,按照生产活动同质性、分类与分级结合的原则对事业单位分类,再对事业单位工资进行分类管理.
新就业形态是数字经济蓬勃发展的产物,在创造就业岗位和提升就业质量等方面发挥着重要作用,激发了整个劳动力市场的活力.支持和规范发展新就业形态已经成为党和国家促进就业的重要战略部署.文章基于国家部委层面关于新就业形态发展的政策文本,重点分析我国新就业形态各政策工具的使用情况,提出优化新就业形态政策工具使用的建议.以供给型、需求型和环境型政策工具为理论框架,运用Excel对 14 份政策文本进行频数统计分析.其中环境型政策工具占比53.4%,需求型政策工具占比 36.7%,供给型政策工具占比 9.9%.研究认为,在各项政策工具的应用上,环境型政策工具使用比例不平衡,需要强化制度规范和标准设计、知识产权保护,完善公共服务和金融服务;需求型政策工具需优化调整,应积极推动平台企业"走出去",提升国际竞争力,并适当加强政府部门对平台产品和服务的采购;供给型政策工具运用较稀缺,需要持续加大数字人才的培养力度,强化信息、资金、设施等方面的支持.
数字化转型对制造业劳动力就业的替代效应将推动制造业人才结构升级.通过参与式行动研究,实现对制造业数字化人才培养体系的顶层设计,是一种值得尝试的研究方法.参与式行动研究的特点是将解决方案本身构建于集体参与的行动中.以某行业龙头企业ZZC为例,在数字化人才培养体系设计中,将ZZC的数字化转型分为 6 大场景:数字化决策场景、数字化运营场景、数字化研发场景、数字化生产场景、数字化运维与客户服务场景、数字化营销场景.根据数字化转型的优先级,选出 6 大场景需要数字化转型的重要岗位,组成包括研究者与ZZC企业人员的内外联合行动研究组,共同执行和完成本次研究.研究表明,制造业数字化人才培养需要在完成数字化岗位图谱建设的基础上,明确数字化岗位胜任力关键要素,进行数字化岗位任职资格体系设计,并开展数字化人才课程体系、学习地图、学习评价体系建设.作为一项系统工程,制造业企业可建设自己的数字化人才培养框架,指导企业的数字化转型进程.
预测人才需求量需要找到合适的预测模型,进行较为精确的人才需求量预测.关于预测模型方面的研究,经典的方法多为单一预测模型.但单一预测模型在预测时,特别是在中长期预测时,可能会与现实情况存在较大偏差,不能满足预测精度的要求.为此,文章对灰色GM(1,1)与BP神经网络模型进行残差修正处理、对数平滑处理,修正与优化了神经网络输入因素,建立了改进的灰色-BP神经网络组合模型.在此基础上,以成都市会展人才需求量及其影响因素数据作为数值测验样本,对比分析了无偏灰色GM(1,1)模型、误差修正后的无偏灰色GM(1,1)模型、优化灰色-BP神经网络模型的预测精度,并应用预测精度高的模型对成都市 2019-2025 年的会展人才需求量进行了模拟预测.结果表明:(1)修正后的灰色GM(1,1)模型预测精度均有所改进;(2)组合预测模型比单一预测模型有一定的优势;(3)模型的预测精度明显提高,人才需求的预测结果也更加可靠.此结果将为组合预测模型的优越性提供支持.
优化完善干部识别机制是落实新时代好干部标准、做好新时代干部工作的基础和关键.但从实践看,干部选任工作存在着考核不深、识人不准等问题,如何实现"做事"、"知事"、干部能力素质共性与个性、干部选用"事""岗""人""能"的有机统一,是干部工作面临的重大课题.近年来,各地组织人事部门在完善干部识别机制方面进行了一系列改革探索.以深圳市新时代干部工作体系建设为例,通过专题调研和日常调研,以依事分类为基础,运用个人述事、单位序事、预热知事、谈话评事、原声记事、现场察事、面谈考事、研判据事、画像见事、激励干事"十步工作法",探索"事-岗-人-能"四维干部考察识别方式,"由事及人"重塑干部工作流程,构建了"知事识人、序事辨材"的干部工作体系.通过改革探索,强化了干部培养管理的基础,识别出了一批优秀干部,形成了干部担当作为、干事创业的良好生态.
文章采用省级面板数据,以 2010-2021 年为研究节点,运用双向固定效应模型和中介效应模型,实证分析我国科技人才集聚对高质量就业的影响.研究发现,2010-2021年间,我国科技人才集聚度和就业质量区域差异明显,整体上呈东—中—西依次递减态势,同时就业质量得分普遍不高,但随时间发展呈上升趋势;无论经济发展水平如何,我国科技人才集聚对就业质量的促进作用不会改变;数字经济作为当今重要经济形态,在科技人才集聚与就业质量之间发挥一定的中介效应.分析表明,科技人才集聚能够显著促进就业质量提升,而促进科技人才集聚,则应构建区域科技人才共享机制,优化科技人才就业环境,加快数字政府建设,助推数字红利进一步释放.
