Analysis and Discussion about Quantitative Grading Standard for Salary Promotion of Agricultural Scientific Researchers

The existing performance salary system has several grades in the same job title. When the number of workers qualified for promotion is more than the target,quantitative grading is usually adopted to determine salary promotion personnel. Scientific,fair and reasonable grading content and standard directly concern income and remuneration of scientific researchers,and also concern recognition and respect degree of contribution made by scientific researchers. Therefore,quantitative grading standard is of the utmost importance to keeping stability,arousing enthusiasm and creativity of scientific researchers,and promoting smooth development of scientific research. Achievements awarded,papers published and project research can reflect scientific research level,ability and working performance of agricultural scientific researchers. This paper takes these three items as examples,analyzes,discusses and compares the establishment and evaluation of quantitative grading standard. It states that " one yardstick" and " one vote veto system" should be adhered to when evaluating using the quantitative grading standard. It is expected to provide reference for organizations of the same trade in establishing quantitative grading standard and conducting evaluation.

Relationship between the Current Account Balance Ratio and Salary Ratio in Japanese Municipal Hospitals

Background: While public municipal hospitals in Japan are supported by public financing and are less likely to fail than private hospitals, more than half are in financial deficit. Hospitals running at a deficit may have poorer outcomes and less investment in maintenance of human or physical capital, as well as increased rates of patient adverse events. We sought to clarify the relationship between municipal hospital surpluses or deficits and salary expenditures. Methods: We extracted financial data for 253 general hospitals of 300 beds or more from financial statements for the 2013 fiscal year available in the Yearbook of Public Firms, Edition for Hospital. From these data, we calculated account balance ratios and compared the average value of the ratio of labor to the output (salary ratio) for each group using analysis of variance (ANOVA). Results: The salary ratios of hospitals in the surplus group were significantly lower than the salary ratios of hospitals in the deficit group (55.5% vs. 49.4%;p p = 0.342). In the surplus group, the average value of salary ratios was different among the three-bed count groups (mean salary ratio: 53.0% vs. 48.5% vs. 47.4%;ANOVA p = 0.012). In addition, there was a significant difference in mean value between the 300-bed group and ≥500 beds group (mean salary ratio: 53.0% vs. 47.4%;p = 0.002). Conclusion: This study suggests that maintaining a favorable salary ratio to the current account balance is a useful proxy of fiscal health, and interventions to improve the salary ratio may be effective in improving municipal hospital management. Furthermore, among well-managed municipal hospitals, larger hospital size may confer some advantage in purchasing power.

招聘网站数据薪资K-means聚类分析可视化

该研究利用BOSS直聘网站上的岗位数据,使用Python编程语言通过K-means聚类算法对不同岗位的薪资水平进行分析和可视化展示。通过多次迭代计算,将岗位样本点分配到最近的聚类中心,并更新聚类中心的位置。最终的可视化结果显示了不同学历,不同薪资水平类别的岗位样本点的分布情况和每个聚类中心的位置。这些结果对求职者和招聘人员来说具有重要意义。求职者可以根据不同薪资水平类别的分布情况选择更符合自身期望的岗位,而招聘人员则可以更好地了解市场上不同薪资水平的竞争态势,制定更合理的薪资策略。

Research on the Relationship between Salary Incentives for R&D Personnel and R&D Investment in China’s Pharmaceutical Industry

Objective To explore the relationship between salary incentives for R&D personnel and R&D investment in China’s pharmaceutical industry through an empirical analysis so as to propose suggestions for increasing more R&D investment from the perspective of stimulating R&D personnel.Methods Based on the relevant data of the China’s pharmaceutical industry in the“China High-tech Industry Statistical Yearbook”and other data from the National Bureau of Statistics from 1995 to 2018,co-integration tests was used to construct error correction models and Granger causality tests to explore the relationship between R&D personnel salary incentives and R&D investment.Results and Conclusion There is a long-term balanced relationship between the salary level of R&D personnel in China’s pharmaceutical industry and the investment of R&D.For the per capita salary of R&D personnel increases by 1 unit,the internal expenditure of R&D investment will increase by 2.2451 units.In the short term,the per capita salary of R&D personnel has a slight negative impact on the internal expenditure of R&D investment.In addition,the salary incentives for R&D personnel have the most significant role in promoting R&D investment after five years of implementation.

Analysis of the Factors Affecting the Employment Quality of College Graduates:A Case Study of China

The employment quality of college graduates in China is a topic of widespread concern.This paper uses authoritative data sources,including the China Labor Statistics Yearbook,China Statistical Yearbook,and data from provincial statistical bureaus,to examine the employment quality of college graduates in different regions of China.Specifically,the paper explores three aspects:salary level,job intensity,and job stability.The research results indicate that undergraduate graduates experience lower job intensity than college counterparts.However,while North,East,and South China show high salary levels and job stability,issues such as high work intensity,high cost of living,and small living space exist.Therefore,this paper offers policy development recommendations to promote job market reform and improve employment quality.These recommendations aim to address the challenges faced by college graduates in various regions of China and to promote the stability of the country’s social and economic development.By examining the employment quality of college graduates in different regions of China,this paper provides valuable insights for scholars,policymakers,and practitioners.

The Rise of China’s Women’s Basketball Team:An Exploration of Gender Equality in Professional Basketball

This article explores the rise of the Chinese women’s basketball team in professional basketball and its relationship to gender equality issues.In view of the gender differences in salary,market value,social status,and other aspects,the article proposes a series of strategies to promote the realization of gender equality for female basketball players in professional basketball.This article points out that the rise of the Chinese women’s basketball team will lead the process of gender equality and lay the foundation for a more equitable and inclusive future.To achieve this goal,this article highlights the importance of improving the competitive level of female athletes,improving basic education,promoting basketball culture,and promoting gender equality.

基于访谈法探索科室教学绩效的建立及对临床教学的影响

目的探索科室教学绩效的建立及其对临床教学的影响。方法运用半结构访谈法,构建科室教学绩效考核体系。通过Likert调查问卷,半结构访谈法及检索教学智慧平台数据等方式,分析教学绩效体系对临床教学的影响。结果临床教师对科室教学绩效体系满意度良好,认为可提高自身薪酬、改善教学即时反馈及教学积极性,其中,医疗小组组员评价更高。教学区长认为教学绩效对科室教学管理具有重要的促进作用。在教学绩效改革后,住院医师规培化培训年度考核理论成绩较前有明显的上升。结论科室教学绩效体系合理稳定,可提高临床教师的教学积极性,优化科室的教学工作,并提高教学质量。

非认知能力对家庭第一代大学生就业结果影响更大吗?

家庭第一代大学生就业关系着高等教育促进社会流动、阻断贫困代际传递重要功能的实现。基于2022年度全国高校本科毕业生调查数据分析发现,与非一代大学生相比,家庭第一代大学生在毕业去向上更倾向于选择就业而非升学,但两个群体在起薪和工作满意度上的差异不显著;除了毕业去向,非认知能力也会影响初职起薪和工作满意度,但没有充足证据表明家庭第一代大学生从中获益更大;在对就业去向的影响中,非认知能力与认知能力发挥着相互补充和替代作用,但是这种影响在两类群体之间具有一致性;家庭第一代大学生非认知能力显著低于非一代大学生,通过更多的同伴互动、社会实践活动、家庭情感支持、学校归属感和更低的家庭成就内疚感可提高其非认知能力。

中小学教师工资合理性参照系的确定和验证——基于2000—2019年数据

经过多年的努力,我国中小学教师工资制度已经建立并深深地嵌入各级政府的公共支出管理制度中,保障了教师工资在政府预算中的优先等级。随着教育财政的重点逐渐从教育经费优先增长转向教育经费“可持续”与“支出合理”并重,对中小学教师工资也在“确保”的同时,提出了有效、合理的要求,然而,教师工资合理有效的标准还缺乏坚实的共识基础。依据OECD的参照指标和我国教育经费的构成特征,初步讨论了教师工资合理性的参照标准,并用2000—2019年的数据进行了验证。结论如下:21世纪前二十年,中小学教师工资总体上超越了人均GDP和城镇单位就业人员,但增长机制还不稳定;不同省份中小学教师工资与当地城镇单位就业人员工资的相对水平差异很大,并且呈现明显的分布惯性;中小学教师工资在教育经费中所占据的份额呈持续上升之势。建议进一步对中小学教师工资增长的动力机制、教育经费支出中的要素结构及中小学教师工资内外部参照标准等相关政策议题进行探讨。

德国高校对不同阶段教授激励策略的价值导向探究——基于德国W体系薪酬分配制度的分析

德国高校教授W体系薪酬分配制度成功实现从“注重人人有份”到“保障和激励兼顾”的转变。现已形成以“基本工资为主,多元附加浮动工资补充”的稳定结构,基本实现了“有侧重地激励不同专业发展阶段教授”的改革目标。基本工资坚持“依据资质,保障公平”、浮动工资坚持“优绩优酬,强化激励”的价值导向。具体而言,初级教授(W1阶段)面临适应和生存需求,侧重职位胜任力的提升;终身教授(W2、W3阶段),其中:普通教授(W2阶段)面临向上晋升需求,侧重教学和科研并重发展;专家教授(W3阶段)面临承担高级职位使命,侧重行政管理和对外合作等贡献。我国正处于高等学校薪酬制度的改革期,德国W体系薪酬分配制度二十余年的实践经验颇具借鉴意义。

阶级、结构与《资本论》范畴学——马克思工资理论探析

《资本论》工资由主体论所规定:工资不仅是外在的壳——工资形式,也是内在的瓤——针对资本的批判,突出阶级关系当事人对于工艺者的系统支配性。《资本论》范畴学取决于经济理论的两面性:“资本的政治经济学”和“劳动的政治经济学”。工资既是资本的经济结果,也是资本的统治前提。马克思抓住“资本工资”这个论证中心,工资一般的理解维度据此定格为“阶级—统治—剥削—拜物教”这一模式。由于马克思的理论努力,《资本论》实质性提出了“马克思主义的工资范畴学”,作为两重统一的规定性:算法工资(主体范畴)与雇佣工资(经济范畴)的统一以及阶级工资(劳动力社会价格)与市场工资(劳动力市场价格)的统一。《资本论》工资的系统实现论从中得以确认。一旦从资产者的权利意识的束缚中走出,“工资拜物教”即被瓦解,围绕生活资料安排的系统规划将替代对工资收入水平的单一追求。

薪酬管制能促进企业“脱虚还实”吗?--基于“限薪令”的准自然实验

将2015年实施的“限薪令”政策视为衡量薪酬管制的准自然实验,基于2012—2022年A股非金融上市公司数据,采用双重差分模型检验“限薪令”对企业金融化的影响,探究薪酬管制对企业“脱虚还实”效果。研究结果表明:薪酬管制政策显著抑制了国有企业金融资产的配置行为,主要通过抑制国有企业金融化的“蓄水池”动机和降低管理层风险偏好两种机制降低企业金融资产配置比例,促进企业“脱虚还实”;薪酬管制政策对金融资产类型和金融渠道获利存在结构性差异,表现为对投机型和保值型金融资产以及风险型金融渠道获利抑制效果更为明显;薪酬管制政策通过积极影响企业核心业务与实体投资,促进企业资源优化配置。

高管贫困经历与企业内部薪酬差距缩小:自我约束效应和移情效应的共同作用

使用2011—2021年沪深A股上市公司相关数据,探究高管贫困经历对企业内部薪酬差距的影响。研究发现,企业管理层的贫困经历能够缩小企业内部薪酬差距。机制分析表明,总经理的贫困经历可以通过“自我约束效应”降低在职消费水平,减少管理层薪酬;董事长贫困经历具有“移情效应”,能够提高企业职工薪酬占比,但同时董事长贫困经历也会削弱企业内部薪酬差距的激励作用,降低企业收入绩效,导致其对普通员工薪酬发挥的作用有限。对企业异质性特征的分析发现,总体而言,管理层贫困经历在非国有企业、员工议价能力较低企业、劳动密集型企业样本中发挥了更为积极的缩小企业内部薪酬差距的作用。

德国行业大师证书考试模式、特色及镜鉴

德国行业大师资格证书考试主要有实操考试、笔试和口试等形式,从理论、技术、经营管理和社会责任等方面对学生展开综合能力考查。行业大师证书考试的特色在于考核综合能力,提供无限发展机遇,校政行企共筑教育品质,进一步塑造了德国职业教育的卓越形象。行业大师证书考试对我国的镜鉴为,基于市场需要,多方共筑职业教育生态体系;立足本土、展望国际,提升职业资格考试证书的认可度;聚焦职业特质与综合能力培养,构建科学的职业资格考试体系。

高校附属口腔医院人力成本管控与薪酬激励机制探析

探析高校附属口腔医院人力成本管控及薪酬激励机制建设问题。结合某高校附属口腔医院相关实践,对附属口腔医院人力成本现状、人力成本管控、薪酬激励机制建设等进行初步探析,并探讨优化高校附属口腔医院人力成本的对策。经过深入分析和研究,提出了针对性的对策,高校附属口腔医院应合理定岗定编,完善考核体系,建立薪酬激励机制等,提升医院人力成本管理水平。建立绩效激励机制,改善职位设置和薪资分配水平,可促进人力资源的高效调配,提升工作效率,降低了成本。

数字普惠金融对河南省城市创新的影响研究

为探究数字普惠金融对河南省城市创新发展的影响,基于2016-2019年河南省157个县区面板数据,采用固定模型和中介模型对两者之间的关系进行实证研究。结果表明:数字普惠金融显著促进了河南省城市创新发展;分维度来看,数字普惠金融使用深度对河南省城市创新发展具有显著促进作用,但其覆盖广度和数字化程度的作用并不显著;从影响机制来看,数字普惠金融可以通过薪酬效应促进河南省城市创新发展。

需求层次理论视角下企业薪酬管理对员工薪酬满意感提升的路径

薪酬管理是企业人力资源管理工作重要构成内容之一,社会对薪酬管理的重视度、关注度均呈明显的上升趋势。科学、高效化的薪酬管理机制能最大限度地激发员工的主观能动性。因此,在需求层次理论视角下,构建高效合理的薪酬管理制度、提高员工薪酬满意度,是企业人力资源管理工作人员的中心工作。

平台经济能促进劳动者高质量就业吗?

基于我国2013—2022年31个省份的面板数据,采用主成分分析法对平台经济和就业质量水平进行测度,从就业环境、就业能力、劳动者报酬、劳动保护四个维度探究平台经济发展对劳动者就业质量的影响。研究表明:平台经济发展对就业质量具有正向的促进作用,且该促进作用具有边际效应递增的特点;平台经济显著促进了就业环境与就业能力的提升,但对劳动者报酬和劳动保护的影响不明显;平台经济显著提高了劳动者的整体工资收入,但带来了相对于资本的劳动者收入份额的减少和不同技能水平劳动者就业质量的分化。鉴于此,从鼓励平台经济发展、健全平台就业相关的法律法规、加大反垄断执法力度、完善收入分配制度等方面提出政策启示。

片酬限制对影视公司总成本的影响——基于“明星限薪令”的准自然实验

针对影视产业饱受争议的“天价片酬”“阴阳合同”等问题,我国已出台了相关的限薪政策,但政策实施效果仍缺乏明确结论。基于2018年的“明星限薪令”政策,运用PSMDID方法对2014—2021年88家文化上市公司进行实证分析,检验政策效果。实证结果表明,“明星限薪令”能够显著抑制影视文化上市公司的营业总成本。进一步研究发现,该政策对不同等级城市的企业没有产生异质影响,但对不同所有制企业存在差异性影响——对非国有企业产生的政策效应显著大于国有企业。这一结论在经过一系列稳健性检验后依然稳健。要应对“天价片酬”问题,应完善片酬管理法律体系,重视影视作品质量提升,建立成熟的造星机制,借鉴国际成功经验和政策建议,促进中国影视产业的良性发展。