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.
