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.

Countermeasures of the Reform of College Performance-related Salary in the Light of Well-being

This article aims to provide insights into of reform of college performance-related salary with starting at well-being of employees. It comes to the conclusion that it is of significance to reform college performance-related salary system from sev- eral aspects. Encouraging employees＇ participation in reform of college performance-related salary,dealing with the relation between re-search and teaching properly,improving college performance-related salary system and deepening position management can make contribu- tion to quick and well development of college performance-related salary.

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.

平等权保障视角下灵活就业人员社会保险问题研究

平等权作为公民的基本权利,同样适用于社会保险给付领域。无论从社会保障权的实现还是社会保险制度的法理基础来看,现行制度排斥灵活就业人员进入工伤保险和失业保险体系的做法均违反平等权保障要求;灵活就业人员在职工基本养老保险和基本医疗保险中的差别待遇,既不符合社会保险的属性,亦无上位法依据,且与国家的大政方针相悖。因此,亟须调整现行职工社会保险制度,将灵活就业人员纳入工伤保险体系;规定其享受职工基本养老保险的年龄与职工相同,建立“多缴费、长缴费”的保费与待遇挂钩激励机制;废除灵活就业人员享受职工基本医保待遇等待期的相关规定;逐步建立与其就业特点相适应的失业保障制度,促进多种灵活就业方式健康发展。

非货币激励因素对中小学教师工作满意度的影响——基于云贵川渝的调查

教师工作满意度是影响教师工作效能、促进教师可持续发展的重要因素。研究采用TALIS 2018教师问卷对云贵川渝4个省份的中小学教师展开抽样调查。数据分析显示,该地区教师工作满意度处于较高水平,但内部群体间存在显著性差异。回归分析发现,云贵川渝4省份中小学教师工作满意度受工资薪酬以及其他非货币因素的影响。比较分析发现,云贵川渝初中教师对工资薪酬的接受度高于上海同行,但对社会认可、媒体关注等非货币激励因素的认可程度却低于上海教师,从而使其工作满意度整体水平低于上海。研究认为,坚持教育家精神铸魂强师的同时提升教师工作满意度,需要在巩固提高工资薪酬水平的基础上,进一步从优化教师工作体验、提高教师学历、打通职业晋升渠道、营造尊师重教良好氛围等非货币因素着手,在满足教师内在需求的同时,为加快教育现代化、建设教育强国、办好人民满意的教育提供有力支撑。

Luthans和Stajkovic试验在企业薪酬管理中的适用性分析

在当今的人力资源管理中 ,如何对人员进行有效的工作激励是管理人员所关注的焦点。从激励的内在机理来看 ,提高组织绩效的激励因素可归结为三类 :金钱、社会认知和绩效反馈。Luthans和Stajkovic的试验结果说明 :应用组织行为改变模型下系统化地进行金钱激励的效果优于常规薪酬 ;金钱、社会认知、绩效反馈对工作绩效的影响依次由强渐弱。结合我国企业管理实践 ,分析了试验结果对我国企业薪酬管理的适用性 ,对部分结论提出了质疑 :三种激励因素对工作绩效的微观影响 ,取决于组织环境以及员工的需要和动机 ,不一定由强渐弱 。

Optimal investment for the defined-contribution pension with stochastic salary under a CEV model

In this paper, we study the optimal investment strategy of defined-contribution pension with the stochastic salary. The investor is allowed to invest in a risk-free asset and a risky asset whose price process follows a constant elasticity of variance model. The stochastic salary follows a stochastic differential equation, whose instantaneous volatility changes with the risky asset price all the time. The HJB equation associated with the optimal investment problem is established, and the explicit solution of the corresponding optimization problem for the CARA utility function is obtained by applying power transform and variable change technique. Finally, we present a numerical analysis.

Study on human resources cost accounting based on standards and general rules

The issue of the new standards for employees＇ salary and general financial rules that include employees＇ salary and relevant expenditures, have a great impact on human resources cost accounting. This paper performs a specialized study on human resources cost and employees＇ salary, accounts setting and accounting treatment for human resources cost accounting, human resources cost report, etc. on the basis of relevant provisions in the new Chinese accounting standards, the general financial rules, international accounting standards, and relevant academic research findings.

Model Study of Senior Executive Salary of Enterprises

Currently,there is a lot of discussion concerning about the salary problem of the senior managers of a business enterprise. How to determine the wage levels has already been the problem which should be urgently worked out. The establishment of the wage levels' standard should not only can attract and retain core talent,but also be able to be accepted by public thinking. Based on the considerations above,a reasonable pay system should be set up scientifically. In this paper,a point of view of the mathematical modeling has been taken in reasonable analysis of enterprises' pay system for a rational decision about the salary-level of the senior executives who according to the economic developing regulation should be made. The model founded in this paper reflects the reasonable distribution of the annual salary. On the other hand,individual contribution degree fully explains the rationality of the model.

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。

Chinese medicine practitioner turnover rate and the development of Chinese medicine in Hong Kong,China

Objective:To establish that the Hong Kong Special Administrative Region(HKSAR)government is actively promoting Chinese medicine(CM)and to examine turnover rate of Chinese medicine practitioners(CMPs)in Hong Kong,China in light of this governmental push.Methods:This study covered two major areas:reviewing CM development in Hong Kong,and assessing the turnover rate of CMPs in Hong Kong.The first part of the paper is a historical review.The investigation of turnover rate had two sections.Section 1,quantitative method,involved online questionnaires;Section 2,qualitative method comprised interviews with CMPs from different types of CM clinics to ascertain the reasons for the turnover among CMPs.Results:A total of 123 online questionnaires were received in Section 1(55 from male CMPs;66 from female CMPs;2 respondents were unwilling to disclose their sex).The proportion of CMPs who had resigned in 2018e19 was 22.8%(28),of whom 5.7%(7)had resigned twice in one year.The rates of resignation in 3 years and 5 years were up to 40.7%(50)and 56.9%(70),respectively.Six CMPs were interviewed in Section 2.Young CMPs were more likely to resign than seniors.The large gap between actual salary and expectations appeared to be the main reason for the high rate of resignation.Conclusion:HKSAR government keenly desires to promote CM in Hong Kong,however,high turnover rate of CMPs was detected even under this positive governmental support.There is an urgent need to conduct a more representative study of the reasons for the inclination of CMPs in Hong Kong.The study highlights an important issue in CM development,and these results should remind different stakeholders in the CM industry and the government that CMPs need better career prospects and support in various areas.

Education and Employment （2005-2009） A Comparative Analysis Between the Spanish and Foreign Working Population

Spain became a net receiver country of a high number of foreigners entering the labour market in the first decade of the 21 st century. The ensuing economic crisis, beginning in 2007, led to the destruction of a large number of companies and jobs. The objective of this paper is to analyze the relationship between educational level, employment and economic activity, in the Spanish and foreign working population in the Spanish labour market and the impact that the economic crisis is having on employment and self-employment. The hypotheses considered have been as followed--HI： The economic crisis mainly affects the less educated working population, both Spanish and foreign; H2： Self-employment is characterized by being an initiative of a working population with low educational levels for both population groups （Spanish and foreign）; H3： Employment is related to the productive economic structure. Micro-data from the Labour Force Survey 2009 （EPA in Spanish） has been used, compiled by Spains National Statistics Office （INE in Spanish）, and it has been applied Multiple Correspondence Analysis （MCA） to detect possible associations among the study variables （nationality, level of education, salaried employment, self-employment and economic activity）. The results show significant differences between both groups： Spanish and foreign working population. The study also shows how the crisis affects employment, and the important role played by the educational level of the working population, especially foreigners employed in certain economic activities.

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.

从工资‘salary’谈起

我国国家机关干部以及全民所有制(ownership by the people)的企事业单位职工,以及集体所有制(collective ownership)的工作人员,定时由工作单位领到的工资,英语称为 salary,因工种和职务有别外,基本上做到同工同酬(equal work for equal pay)、除固定工资(fixed salary)之外,因地方的差价,政府还给固定职工一定的补贴(subsidy)。

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。

Problems of Personal Income Tax System and Suggestions： from Function of Tax Adjustment Income Gap

China has a late start in personal income tax, and for many years through six times of revision, it still fails to really achieve the purpose of narrowing the gap between the rich and the poor and adjusting income distribution. What follows is an analysis of personal adjustment tax income from the proportion of Gini coefficient, Engels coefficient and salaried class of personal income tax, and an explanation of problems and countermeasures of salaried class expense deduction standard, tax rate design, high-income crowd tax regulation.

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.

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。

Salary Hikes on the National Agenda

Boosting incomes is one of the government＇s priorities in the current five-year plan MIGRANT worker Su ruifang has lived in Beijing for more than 10 years. She started out as a cleaner, but has since