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In the Reform Era, the Chinese Government has placed great emphasis on the role of education in ensuring the economic success of individuals and of the country as a whole. While vocational and academic post-secondary qualifications are officially set at the same level, vocational education is positioned at the bottom of the educational hierarchy and suffers considerable societal prejudice. Drawing on the most recent nationwide-representative data, we investigate the labour market positioning of graduates from the two types of education in terms of their income, occupation, and level of employment precariousness. The results suggest that: (1) vocational graduates earn less than academic graduates; (2) the type of post-secondary education is significantly correlated with the likelihood of obtaining white-collar high-skilled positions; and (3) vocational graduates face greater precariousness in their jobs than academic graduates do. This study also reveals that the hierarchically stratified post-secondary system may be a source of economic inequality in the Chinese Reform Era. Moreover, it demonstrates that the visible hand of the state seems to further facilitate the reproduction of current forms of inequality that leave an increasing number of graduates in marginalised labour market positions.

Despite the growing evidence of informational interventions on college and major choices, we know little about how such light-touch interventions affect the gender gap in STEM majors. Linking survey data to administrative records of Chinese college applicants, we conducted a large-scale randomized experiment to examine the STEM gender gap in the major preference beliefs, application behaviors, and admissions outcomes. We find that female students are less likely to prefer, apply to, and enroll in STEM majors, particularly Engineering majors. In a school-level cluster randomized controlled trial, we provided treated students with major-specific wage information. Students' major preferences are easily malleable that 39% of treated students updated their preferences after receiving the wage informational intervention. The wage informational intervention has no statistically significant impacts on female students' STEM-related major applications and admissions. In contrast, those male students in rural areas who likely lack such information are largely shifted into STEM majors as a result of the intervention. We provide supporting evidence of heterogeneous major preferences for extrinsic incentives: even among those students who are most likely to be affected by the wage information (prefer high paying majors and lack the wage information), female students are less responsive to the informational intervention.

The research question for this study is how education level, gender, and social network affect migrant workers' starting income for their first job in China's urban cities. Our objective is to reveal the interplay of education level, gender, and social network in determining migrant workers' income, which are to the core of the current academic debate. The explanatory factor analysis was used to identify relevant variables, and a multivariate regression analysis was conducted to reveal the relationships among education level, gender, social network, and migrant workers' starting income in China's urban cities.

Internship participation has undergone rapid expansion over the last three decades, to the point where today many interns and host organizations regard internships as the preferred pathway into entry-level professional positions. However, organizational research has largely neglected the investigation of internships as an employment context, thus a majority of established predictive relationships in the workplace remain untested within the context of internships, including, fundamental workplace causal relationships between pay, performance and satisfaction. This study collected data at three time intervals from 303 intern-supervisor matched pairs (n = 606), to establish the transferability of these relationships to the unique employment setting of internships. Findings indicated that although payment level influenced intern satisfaction it did not play a significant role in influencing interns' in-role performance, whereas internship satisfaction did positively impact intern performance.

This paper attempts to explore the connections between expanding female education and the participation of women in paid employment in Japan, China and India, three of Asia's largest economies. Analysis based on existing data and literature shows that despite the large expansion in educational access in these countries in the last half century, women have lacked egalitarian labour market opportunities. A combination of social discouragement and individual choice largely explains the withdrawal, non-participation or intermittent female presence in the labour force, notwithstanding increased educational access. In taking stock of these issues and debates across these countries, it is argued that the parallel experiences of women in these countries can be traced back to persistent gender norms which, amongst other things, imply the centrality of marriage and non-market unpaid labour for women. The paper argues that there is a need for gender-sensitive public policy in order for increased education to translate to labour market gains for women, leading to sustainable development outcomes.

We use the method of Dominitz and Manski [1996. Eliciting student expectations of the return to schooling. "Journal of Human Resources" 31, no. 1: 1-26] to solicit anticipated wage distributions for continuing to a master degree or going to work after completing the bachelor degree. The means of the distributions have an effect on intention to continue as predicted by theory. The dispersions in these individual distributions have no effect on intention to continue, suggesting that anticipated earnings risk does not play a role in the decision.

Return on personal investment is an important factor affecting the decision to invest in education. This article analyzes the personal education costs of no-fee preservice students, estimates and forecasts the return on their personal education investment, and compares the costs and benefits of for-fee preservice students and nonteaching students. It finds that the expected return on personal investment in education is higher for no-fee preservice students than for-fee preservice students, but lower for nonteaching students. This finding has reference value for attracting more outstanding students to choose no-fee teacher education. However, given that the expected return on personal investment in education is lower for preservice teaching students than for nonteaching students, we recommend that the Chinese government consider diverse methods to encourage no-fee teacher education. Reducing the personal cost of education and increasing teacher salaries and subsidies, for example, would increase the expected return on personal investment in education, thereby attracting more outstanding students to the teaching profession.

Chinese college graduates have faced increasing labor market competition since the expansion of tertiary education. Given rigid market demand, graduates with realistic earnings expectations may experience a more efficient job search. Using the 2008 MYCOS College Graduate Employment Survey, this study finds that a 1000 yuan reduction in a graduate's reservation wage can significantly increase the probability of finding a job by 66% and increase the likelihood of being employed six months after graduation by 92%. In addition, the gap between the reservation wage and the market wage has a positive impact. By slightly adjusting earnings expectations, college graduates can significantly improve job search efficiency. Market wages should be seen as reference points when adjusting income expectations.

Using the data from a large-scale survey in Gansu province, China, the article explores the issue of school attendance among ethnic minority children from the perspective of cultural capital. We find that the rate of school attendance among ethnic minority children is substantially lower than that among ethnic Han children, but that ethnic minority individuals obtain higher returns than ethnic Han at the same level of investment in education. Despite such higher rates of returns on education, ethnic minority families display less enthusiasm for investing in education for their children. This may be attributed to differences in educational investment behavior among families with different cultural backgrounds. There are several significant differences among families with ethnic cultures such as involvement by parents, distribution of children's after school time, and religious beliefs. (Contains 3 notes, 2 figures and 4 tables.)

In order to test two competitive theories, human capital theory and screening hypothesis, this article investigates the effects of minor, class rank and matched job on the starting wages of graduates using data sources from a nation-wide survey of university graduates in China undertaken in 2003 by the Graduate School of Education, Peking University. The empirical results show that minor, class rank, and matched job do not have significantly positive impacts on the starting wages of graduates in China. We conclude therefore that the present role of higher education is more likely to be informative than productive. (Contains 4 tables.)

The paper estimates the returns to overeducation by the Over-Required and Undereducation (ORU) model. The estimated results indicate that the returns to overeducation are positive, but lower than the returns to required education, which suggests that while overeducated employees' earnings are diminished, they still can benefit from it. The paper also attempts to estimate the returns to overeducation by occupations, industries and regions. The result shows that in the field where educational level has much to do with the skills required by employers, education-job match has a greater effect on one's earnings, such as professionals and skilled persons. On the contrary, education-job mismatch has little effect on one's earnings, such as non-skilled employees, administrative and clerical employees. In addition, the returns to overeducation are lower or insignificant for those working in competitive but lower paid industries and areas. Conversely, the returns to overeducation are higher for those working in the highly monopolized and highly paid industry and area. It can be argued that regardless of the incidence of overeducation, those with higher level of education prefer to choose the lower level of job in these industries and areas.

Uses 1995 household survey data to estimate returns to education in urban China. Finds returns higher than previous estimates for two reasons: Previous works using annual earnings instead of hourly wages bias the estimates downward, and returns to education have increased as the transition process has deepened in China. (Contains 21 references.) (Author/PKP)

In the past twenty-five years, the Ministry of Education of the Republic of China and relevant departments have formulated a total of more than 400 documents with regard to the selection and sending of personnel for studies abroad, management abroad, work after returning to China, serving the country, convenience in entering and exiting China's borders, customs [procedures], and wages and benefits. In this article, the issued principal documents are listed. (Contains 1 figure.)

This issue provides topics and titles of contemporary reference works on Chinese education. Most of the material provided is translated from pages 88 through 114 of the China Education Almanac, and describes the administration and funding of general education in China. (JDH)

In response to a financial crisis, many organizations adjust their pay systems to reduce labor costs. In this research, we focus on the use of delayed pay (the postponement of employees' contractual compensation) and examine its effect on employee voluntary turnover outcomes. In a field study (Study 1) with data collected from the executive managers of 129 Chinese hotels experiencing a financial crisis caused by coronavirus disease 2019 (COVID‐19), we find a positive relationship between delayed pay and the voluntary turnover rate at the organizational level. In addition, this relationship becomes weaker when delayed pay consists of a larger proportion of pay‐for‐performance (PFP). We then conduct an experiment (Study 2) to extend our theoretical framework to the individual level, establish causality, and examine the underlying mechanism. The results show that the perceived negative instrumentality of stay (i.e., expected economic losses associated with staying in an organization) explains why individuals intend to leave organizations adopting delayed base pay but not delayed PFP. We further replicate these findings in a critical incident technique study (Study 3). We also discuss the theoretical and practical implications of these findings. [ABSTRACT FROM AUTHOR]

Background: Turnover intention (TI) indicates an employee's intention to depart from their current role within a defined timeframe. In China, the Targeted Admission Medical Education (TAME) program, initiated in 2010, offers tuition-free education to cultivate rural doctors. Despite continuous professional development (CPD) being considered a viable retention strategy, TI of alumni doctors from the TAME program remains high in recent years. This study aims to describe the prevalence of "turnover intention" among alumni doctors of the TAME program doctors in rural placements, and associated factors that predict high turnover intention. Methods: A snowball sampling method was adopted to collect survey responses from 1,369 alumni doctors of the TAME program in Jiangxi Province, China. Based on the survey data, a binary variable was constructed to measure the turnover intention, and multivariate binary logistic regression models were used to investigate the relationship between doctors' turnover intention and demographic characteristics, work environment characteristics, and CPD activities. Results were presented using adjusted odds ratios with 95% confidence intervals. Results: Among the 1,369 alumni doctors of the TAME program surveyed in this study, 392 (28.6%) expressed intentions to leave their current positions. Of the respondents, 620 (45.3%) were female, and 930 (67.9%) were married. Additionally, 1,232 respondents (90%) indicated that their fathers were engaged in farm work. Strong associations with turnover intention were notably found among individuals who had undergone training at a higher-level healthcare institution for more than three months (aOR = 6.810, 95% CI: 3.333 to 13.909, p-value < 0.001), particularly those who had participated in CPD through a graduate degree program (aOR = 1.818, 95% CI: 1.272 to 2.597, p-value < 0.001). Conclusion: Rural doctors in China from the tuition-free medical education program exhibit high turnover intention, especially those in graduate degree programs as CPD. To retain these highly qualified rural doctors, it is vital to offer competitive efficiency wages aligned with their skills and provide ample long-term career growth opportunities within the rural healthcare system. Highlights: Retaining rural doctors in China who graduated from the tuition-free medical education program continues to pose a significant challenge. High turnover intention is particularly prevalent among those enrolled in CPD graduate degree programs. Offering competitive efficiency wages and creating abundant long-term career growth opportunities within the rural healthcare system are essential measures. [ABSTRACT FROM AUTHOR]

High turnover among social workers is a long-standing concern. This article explores whether pay satisfaction (PS) influences turnover intention (TI) and whether job satisfaction (JS) mediates this relationship. We also examine whether organizational culture match (OCM) moderates this mediation model. Based on multiple regression model of 5525 Chinese social workers, we found that PS was negatively related to TI and JS mediated this relationship. The effects of such a mediation model were significantly larger when OCM was at a higher level. Findings highlight the need to increase material rewards for social workers and to build organizational culture supporting personal psychological needs. [ABSTRACT FROM AUTHOR]

Background: With the evolution of disease patterns and the continuous pursuit of persons for high-quality nursing services, new nurses are the reserve talents of the nursing team and shoulder a major mission. However, due to their low work performance and high turnover rate, this is not conducive to the stable development of nursing teams, and it is urgent to solve this problem. The purpose of this study was to explore the effect of work readiness on the work performance of new nurses, focusing on the mediating role of organizational justice and professional identity. Method: A cross-sectional design was employed. Using convenience sampling methods, 607 new nurses were surveyed in 5 hospitals in Henan Province, China, from January to February 2023. Data were collected using demographic characteristics questionnaire, the Work Performance Scale, the Work Readiness Scale for Graduate Nurses, the Organizational Justice Scale, and the Professional Identity Rating Scale for Nurses. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis. Results: The mediation model shows a good fit (χ2 /df = 2.747, CFI = 0.987, GFI = 0.948, AGFI = 0.926, TLI = 0.984, IFI = 0.987, and RMSEA = 0.054). In this study, we found professional identity is a mediating variable between work readiness and the work performance of new nurses (β = 0.113, P<0.01), organizational justice is a mediating variable between work readiness and the work performance of new nurses (β = 0.269, P<0.01) and Organizational justice and professional identity play a chain mediating role in work readiness and work performance (β = 0.066, P<0.01). Conclusions: The study highlights the importance of improving the work performance of new nurses. To improve work performance, managers should create a fair atmosphere, formulate transparent policies, improve the organizational justice of new nurses, and promote the professional identity and work readiness of new nurses by holding activities or conducting lectures. This will help stabilize the nursing team, improve the medical environment, stimulate the work enthusiasm of new nurses, and contribute to the development of the hospital. [ABSTRACT FROM AUTHOR]

The labor market’s response to the signaling value of multiple qualifications (bachelor’s and master’s degrees) held by master’s graduates influences labor market efficiency and individual decisions to invest in education. Using data from the ‘Sample Survey of Chinese Higher Education Institutions’ conducted in 2017 and 2019, this study analyzes whether master’s graduates with bachelor’s degrees from elite universities earn salary premiums. The findings indicate that bachelor’s degrees from elite universities provide approximately a 12% salary premium for master’s graduates, attributable to both human capital and labor market signaling mechanisms. When accounting for individual human capital differences, the salary premium is approximately 9.1%. Furthermore, the empirical results show that these premiums are statistically significant only for master’s graduates from elite universities. The distribution of salary premiums exhibits a U-shaped trend, increasing from low to high salary quantiles. The signaling/screening mechanism’s salary premiums rise with starting salaries, while negative signaling effects are observed at lower quantiles. [ABSTRACT FROM AUTHOR]

This paper presents alternative unemployment statistics for China, encompassing the extended unemployment rate (U5), which incorporates marginally attached workers, and the nonemployment index (NEI) proposed in recent literature (Hornstein et al. in Econ Q 100(1):1–21). The analysis spans from 1988 to 2021, merging recent data (2012–2018 and 2018–2021) with early estimates (1988–2009). Our findings indicate that both standard and alternative unemployment statistics reveal similar trends in China: a rise in the labor force participation rate and a decline in the unemployment rate since 2012, marking a reversal from the trend before 2009. Additionally, unemployment measures in China align more closely with those of affluent countries from 2007 to 2018 and with less affluent countries from 2018 onwards. Moreover, U5 demonstrates enhanced predictive capabilities for wage dynamics in China's labor market during the recent 2012–2018 period. Lastly, we delve into the discussion of errors in labor market status data. [ABSTRACT FROM AUTHOR]

Purpose: With the rapid development of China's social work sector, the increasing job pressures, and risks of professional burnout among social workers have become more prevalent. This study examined the relationship between Chinese social workers' attitudes toward evidence-based practice (EBP) and burnout, exploring the mediating mechanisms of evidence-based knowledge (EBK) and service quality perception (SQP). Materials and methods: We applied PROCESS 4.2 macro in SPSS to analyze the data from 5,931 social workers, testing the sequential mediation effects of EBK and SQP between their attitudes toward EBP and burnout. Results: The findings revealed: (1) Attitudes toward EBP had significant indirect positive effects on burnout; (2) EBK partially mediated the relationship between EBP attitude and burnout; (3) SQP partially mediated the relationship between attitudes toward EBP and burnout; (4) Attitudes toward EBP had a sequential mediated effect on burnout through EBK and SQP. Discussion: The findings emphasize the need to implement targeted interventions and training programs to foster positive attitudes toward EBP, promote continuous professional development, and provide access to EBP resources. Moreover, nurturing EBK and SQP could help alleviate burnout by improving social workers' ability to address client issues and enhance their sense of confidence and accomplishment. Conclusion: This study fills a research gap by providing empirical evidence on the negative correlation between Chinese social workers' attitudes toward EBP and burnout, while demonstrating the mediating roles of EBK and SQP. [ABSTRACT FROM AUTHOR]

Using empirical data from China, this study examines the impact of local internet development on non-executive employees' salaries. Research findings show that internet development can increase employees' salary and pay-performance sensitivity. This effect can be more significant in non-state-owned enterprises (Non-SOEs for short), firms faced with fierce competition, and firms paid little attention to employee protection. Mechanism analysis finds that the positive impact of internet development on increasing total factor productivity and reducing information asymmetry can partly interpret the effect. From the perspective of employees' salaries, this study sheds light on the impact of technological progress on micro-production relations. [ABSTRACT FROM AUTHOR]

Corporate greenwashing has become a focal point in the academic realm. However, there has been limited research exploring the factors influencing corporate greenwashing, particularly from the perspective of pollution emissions. This study uses data from listed companies from 2011 to 2021 and employs a two‐way fixed‐effects model to unveil the correlation and mechanisms between carbon emissions and corporate greenwashing. Additionally, it examines the restraining effects of internal and external pressures on this relationship. The research reveals a significant positive correlation between corporate carbon emissions and greenwashing. Second, internal controls, audit regulations and regulatory regulations reversed this positive relationship. Third, the study finds that reducing risk tolerance and increasing employee compensation are pathways through which carbon emissions promote corporate engagement in greenwashing. Finally, this study indicates that the spillover effects of carbon emissions prompt other companies in the same city to engage in greenwashing. In conclusion, this study provides rich empirical evidence for the greenwashing literature and offers novel theoretical insights into promoting substantive green practices and carbon neutrality, particularly in developing countries such as China. [ABSTRACT FROM AUTHOR]

• We investigate the relation of trade and global value chains (GVCs) to labour market outcomes in China. • Domestic value chains (DVCs) are broken down into provincial (PVCs) and interprovincial (PRVCs) value chains. • The distribution and evolution of GVCs, PVCs and PRVCs is mapped over time. • Provinces/sectors with more export are found to have more occupation/productivity but less wage. • In contrast, GVCs are found to impede growth in employment and labour production. In this study we analyse the relationship of trade and global value chains (GVCs) to the labour market in 31 Chinese provinces for 25 sectors, by means of a system of structural equations. We firstly distinguish between provincial value chains (PVCs) and interprovincial value chains (PRVCs) in order to outline their distribution and evolution over time. Then, we investigate to what extent participation in GVCs, PVCs and PRVCs – along with trading in final goods and services – is associated with labour market outcomes, i.e., wages, employment and labour production. The results suggest that provinces/sectors with greater export penetration have higher employment and labour production, but lower wages. On the other hand, however, GVCs are found to impede growth in employment and labour production. [ABSTRACT FROM AUTHOR]

Objective: Primary health workers (PHWs) are a critical pillar of health systems but primary health care centers often struggle to attract and retain talented staff. To better understand why this is, we investigated the job preference of PHWs in a Chinese urban setting. Methods: In a discrete choice experiment, PHWs from 15 primary health care centers in Guangzhou, China, made trade-offs between several hypothetical job scenario combinations of salary, type of health institution, bianzhi (permanent post), work years required for promotion, career development and training opportunities, educational opportunities for children, and community respect. Based on the estimate of the mixed logit model, willingness to pay and policy simulations were applied to estimate the utility of each attribute. Results: Data were collected from 446 PHWs. The PHWs were willing to forgo Chinese Renminbi 2806.1 (US$ 438.5) per month to obtain better education opportunities for their children, making it the most important non-monetary factor. Their preferences were also influenced relatively more by salary, bianzhi, and community respect, than with the other attributes we tested for, work years required for promotion, career development and training opportunities, and type of health institution. Conclusion: Salary is a robust predictive factor, while three non-monetary factors (opportunities for children's education, bianzhi, and community respect) are essential in retaining health workers in primary care. [ABSTRACT FROM AUTHOR]

We empirically analyse the impact of human capital and housing supply on urban growth in the US and China. Integrating the heterogeneity of housing supply helps determine how a positive human capital shock translates into more population, higher house prices, or higher wages. To causally estimate this effect, we use a rich urban-level data set, choose our controls using the post-double-selection methodology, and instrument human capital with the per capita number of historical educational institutions. We find that human capital positively impacts urban population, house price and wage growth. While an elastic housing supply reinforces the impact on urban growth, it reduces house price growth and wage growth. Our results infer that human capital increases productivity in both countries and acts as an amenity only in the US. [ABSTRACT FROM AUTHOR]

Aims: This study aims to examine the prevalence of anxiety symptoms and identify predictors of anxiety among pregnant women with gestational diabetes mellitus and their partners and explore the mediating role of marital satisfaction between maternal and paternal anxiety. Design: A cross‐sectional study was conducted in Guangzhou, China, from July 2021 to May 2022. Methods: A total of 306 dyads of pregnant women with gestational diabetes mellitus and their partners completed the State–Trait Anxiety Inventory, Locke–Wallace Marital Adjustment Test and the socio‐demographic and clinical data sheet. Results: The prevalence of anxiety symptoms was 32.4% and 36.6% in pregnant women with gestational diabetes mellitus and their partners, respectively. The predictors of maternal anxiety were paternal anxiety, maternal marital satisfaction, maternal monthly salary, fasting glucose value and 1‐h glucose value. By contrast, the predictors of paternal anxiety were maternal anxiety, paternal marital satisfaction and paternal monthly salary. Moreover, the relationship between maternal and paternal anxiety was mediated by marital satisfaction. Conclusions: The anxiety symptoms of pregnant women with gestational diabetes mellitus and their partners influence each other, and this relationship was mediated by marital satisfaction. Every couple should be screened for anxiety symptoms and treated as a team rather than focusing solely on the pregnant woman. Summary statement: What is already known about this topic? Gestational diabetes mellitus is strongly associated with various short‐ and long‐term adverse maternal and neonatal outcomes.The diagnosis of gestational diabetes mellitus is stressful for pregnant women and their partners.No studies have been conducted to examine and compare the anxiety symptoms among pregnant women with GDM and their partners in mainland China. What this paper adds? The anxiety symptoms of pregnant women with gestational diabetes mellitus and their partners influence each other.The prevalence of anxiety symptoms was high in both pregnant women with gestational diabetes mellitus and their partners.Marital satisfaction played a mediating role between maternal and paternal anxiety. The implications of this paper: Study findings provide important information to guide future practice for nurses and other health‐care professionals.For the future, routine screening for anxiety symptoms is necessary for both pregnant women with gestational diabetes mellitus and their partners; mental health support should be delivered in a timely fashion for couples.Pregnant women with gestational diabetes mellitus and their partners should be treated as a team rather than focusing solely on pregnant women, with couples given training on enhancing marital satisfaction skills to prevent and reduce their anxiety symptoms. [ABSTRACT FROM AUTHOR]

This study explores the major driving forces behind the dynamic pattern of the college wage premium in Korea since the 1980s, using the demand and supply framework. We find that movements in the college wage premium are mainly explained by expansion of the relative supply of college graduates and an increase in the relative demand for high‐skilled labour due to trade with China. We also find that the substitutability in Korea between college and non‐college‐educated workers is higher, with an elasticity of approximately 3.5–4.1 than that in advanced economies. The counterfactual analyses demonstrate that with a lower substitution elasticity or smaller trade volume with China, Korea might have witnessed a sharp decline in the college wage premium. [ABSTRACT FROM AUTHOR]

Background: The organizational climate that fosters and supports the implementation of evidence is a key factor influencing the effective implementation of evidence-based practice (EBP). Nurses, being the largest group of medical staff, play a crucial role in EBP implementation. The perception of the climate for EBP implementation among nurses in their organizations is unknown, especially among Chinese nurses. Aims: To clarify the implementation climate of EBP among Chinese nurses and identify the factors associated with the implementation and development of evidence-based nursing practices. Methods: This study employed a descriptive cross-sectional study design. From March 2023 to April 2023, a sample of nurses (n = 1260) from two Tertiary care hospitals in central China were selected and surveyed by self-designed social-demographic questionnaire and Implementation Climate Scale. Multiple linear stepwise regression analysis was conducted to determine the predictors of implementation climate. Results: The nurses achieved a mean ICS score of 59.10 ± 11.22, with mean scores exceeding 3 points for each sub-dimension and item. In the results of multiple linear regression, income satisfaction, implementation of evidence-based nursing practice project(s) within the unit, experience of evidence-based nursing practice during working life, and specific training or courses in evidence-based nursing practice were predictors of ICS. Of these, income satisfaction was the most significant predictor. These factors could explain 17.5% of the total variance in implementation climate. Conclusion: The climate for implementing EBP in Chinese nursing organizations was relatively strong. Nursing managers can enhance the climate for implementing EBP in their organizations by actively improving salary and enhancing EBP-related trainings and practices. Relevance to clinical practice: Understanding nurses' perceptions of the EBP implementation climate in their organizations can help to identify specific barriers and facilitators to the development of EBP and facilitate its successful implementation. Patient or public contribution: Clinical nurses were involved in data collection and completed the questionnaires on EBP implementation climate. What does this paper contribute to the wider global clinical community?: The number of studies on the organization and implementation climate of evidence-based nursing practice is limited, especially in China. According to the results of this study, nurses exhibited a positive perception and recognition of the organized EBP implementation climate. Income satisfaction, implementation of evidence-based nursing practice project(s) within the unit, experience of evidence-based nursing practice during the working life and specific training or courses undertaken in evidence-based nursing practice were factors of nurses' perception of implementation climate. Organizational managers should actively provide comprehensive resource support to enhance the implementation climate of evidence-based nursing practice. [ABSTRACT FROM AUTHOR]

In China, between 1995 and 2018, the proportion of workers employed in unskilled job categories grew, while the share holding middle‐skilled jobs declined. The resulting income polarization magnified a major redistribution of wages within job categories, which is not only the main component of total income inequality but is also the driving factor contributing to changes in total income inequality over the 1995–2018 period. Our counterfactual simulation results support our conjecture that the large employment shift from middle‐skilled to unskilled jobs reflects the adoption of labor‐saving technologies and the response to increased demand for services. We believe that our study sheds light on similar transformations in other developing economies. [ABSTRACT FROM AUTHOR]

Aim: To identify potential categories of clinical belonging among new nurses and explore the relationship between different categories and turnover intention. Design: A cross sectional study. Method: A cross sectional study was conducted among 348 new nurses from tertiary hospitals in Hainan and Guangdong provinces. A general data questionnaire, clinical belonging scale and turnover intention scale were used for examination. Further, the potential categories were used to analyse the categories of clinical belonging, and latent class analysis was utilized to analyse the relationship between different categories of clinical belonging and turnover intention. Results: The clinical sense of belonging of new nurses were divided into three groups namely C1, C2 and C3. The C1: poor clinical sense of belonging (8.7%), C2: moderate clinical sense of belonging (57.9%) and C3: rich clinical sense of belonging (33.4%). The risk of the turnover intention of new nurses with 'poor clinical sense of belonging' was 0.62 times that of new nurses with 'rich clinical sense of belonging' (OR = 0.62, p < 0.01), which was 0.24 times that of 'moderate clinical sense of belonging' (OR = 0.24, p < 0.01), the risk of the turnover intention of new nurses with 'moderate clinical sense of belonging' was 0.13 times that of new nurses with 'rich clinical sense of belonging'(OR = 0. 13, p < 0.01). Conclusions: The results of our study revealed that in order to enhance the new nurses' sense of belonging, support was most crucial when they were first encountering difficulties. To reduce turnover intention, more structured learning opportunities are also required to maximize learning for newly graduated nurses with various nursing degrees. Patient or Public Contribution: There are no patient or public contributions in this study. [ABSTRACT FROM AUTHOR]

We use a survey of privately‐owned enterprises spanning the years 2006–2014 and estimate effects of Worker Congresses on worker welfare outcomes. We find that Congresses by themselves had positive effects on all outcomes except for wages. Firms with both a Congress and a union had large and positive effects on all outcomes reflecting the sum of their separate individual effects, suggesting that they were not substitute institutions but rather were complementary in an additive fashion. [ABSTRACT FROM AUTHOR]

Purpose: This research examines how the heterogeneity of enterprise ownership nature and scale influences the relationship between human capital and innovation performance. Design/Methodology/Approach: This study makes use of data from the list of companies on China's expanding enterprise market from 2009-2020 through regression analysis using the panel data least squares approach. Findings: Higher levels of human capital and staff training have a positive impact on innovation performance but employee salaries and welfare levels have a negative impact on innovation performance. The effect of human capital stock and employee training on the performance of innovation in companies is more pronounced in state-owned enterprises or small companies. The nature of ownership or enterprise size has no significant effect on employee wage and welfare levels or the innovation performance of enterprises. Conclusion: The study's findings suggest that the relationship between human capital and innovation performance is complex and closely correlated with the type of ownership and size of the business. Research Limitations: More factors of firm heterogeneity such as firm age, industry and region were not verified. Practical Implications: It provides a new way for enterprises to improve innovation performance. Contribution to Literature: The purpose of this paper is to broaden the research viewpoint on how human capital investments affect the performance of enterprise innovation from two perspectives: the nature of enterprise ownership and the size of the enterprise. [ABSTRACT FROM AUTHOR]

Investigating the impact of fertility on the wage earnings of men and women and its trends is important for understanding and coping with both the widening gender wage gap and the continuously declining fertility rate in China. Through an in-depth analysis of China Health and Nutrition Survey data from 1989 to 2015, the study finds that in the late 1980s, fertility had a significant positive impact on the wage earnings of men in China, while the negative impact on women's wages was not significant. Over time, the fatherhood wage premium has been declining, while the motherhood wage penalty has been rising at a faster rate, and the gender wage gap has been widening. The expansion of the market sector in China since the deepening of reforms in 1992 is an important reason for the rapid increase of motherhood wage penalty. [ABSTRACT FROM AUTHOR]

The aim of this study was to identify the critical factors that influenced the turnover and retention of social workers and to propose strategies for enhancing professional social work teams. A discrete-choice experiment (DCE) method was employed to approach to assess social workers' preferences regarding both income-related and non-income-related factors affecting their willingness to remain or leave their positions. Both income-related and non-income-related measures significantly affected social workers' the willingness to retain in their roles. Specifically, increasing the base salary had a stronger effect compared to performance pay. Among the non-income factors, providing career development opportunities had the strongest effect, followed by improving management, while honors had the weakest effect. Furthermore, it was observed that the effects of these improvements varied depending on the social workers' backgrounds and the types of social work clubs they were associated with. For instance, promoting career development was found to be more effective in well-developed clubs, while income incentives appeared to be more impactful in less developed clubs. The study highlighted the importance of both income-related measures and non-income factors in addressing the issue of turnover and promoting stability within professional social work teams. Additionally, the observed heterogeneity in the effects of these improvements emphasized the need for tailored retention strategies that consider the diverse backgrounds of social workers and the specific organizational contexts they operate in. [ABSTRACT FROM AUTHOR]

This paper studies the simultaneous effects of relocation of production (as part of globalization) and institutions on intra- and inter-country wage inequality. Firstly, empirical evidence shows that labor unions act at decreasing inequality, but this shrinking effect tends to be mitigated by globalization. Theoretically, we study the conditions under which this empirical evidence is verified. Unskilled labor-intensive relocations together with (de)unionization processes of the labor force contributed to the increasing path of intra-country wage inequality observed in some of the leading countries. However, most recently, skilled relocations may help to decrease intra-country inequality in leading countries (e.g., the US), but to increase it in follower countries (e.g., China). [ABSTRACT FROM AUTHOR]

This article examines how high-speed internet development across Chinese provinces affects firm employment and average annual wages. The authors exploit a national policy reform by which the government launched a project to improve internet speed in 2000 and devise a difference-in-differences with a continuous treatment method for empirical identification. The authors first find that high-speed internet significantly increases employment and slightly reduces average wages. Specifically, after one percentage point increase in the number of fixed-line users per capita at the province level, there is a 0.14 percent increase in firm employment and a 0.06 percent decrease in average wages, respectively. Also, this paper shows that the gains and losses from high-speed internet on firm performance are likely to have risen from the higher probability of firm entry and the improvement of productivity in existing firms. Third, the authors find rich heterogeneity across firm ownership, size, and regional characteristics. [ABSTRACT FROM AUTHOR]

Previous studies that have explored the factors influencing wage changes in tourism have generally been confined to supply-side analysis, ignoring the impact of final demand on wage changes through the mechanism of inter-industry linkages. To this end, this study proposes a novel framework that combines input-output analysis with the logarithmic mean Divisia index method to examine wage levels and their changes in tourism-related industries and to clarify how final demand affects wage changes. The empirical results for China reveal significant wage differences among tourism-related industries, with accommodation and catering sectors consistently exhibiting a low-wage profile. In addition, the decomposition results show that the wage changes from 2002 to 2017 were mainly caused by the positive role of the total final demand effect and the negative role of the labour compensation coefficient effect. The final demand structure effect and Leontief structural effect are potential drivers of wage growth. [ABSTRACT FROM AUTHOR]

• AI has a U-shaped effect on the distribution of income between profits and wages. • AI affects the distribution of income between profits and wages through labor demand effects and productivity effects. • The effect of AI on the distribution of income between profits and wages is heterogeneous across enterprises, entrepreneurs, and industries. Using artificial intelligence (AI) patents and private enterprise survey data in China, we investigate the impact of AI on the distribution of income between profits and wages. Our results reveal that the impact of AI on the distribution of income between profits and wages is U-shaped, implying that with AI shocks the distribution of income shifts from labor to capital. We find that AI impacts the distribution of income between profits and wages by reducing labor demand and increasing capital productivity. The impact of AI on the distribution of income between profits and wages is heterogeneous across enterprise organizational forms, employee training and dividend incentives, attributes of enterprise owners, and industry factor endowments. [ABSTRACT FROM AUTHOR]

Based on a survey of migrants in 12 cities across four major urbanizing areas in China, this paper empirically studies the impact of the size of individual social networks on the migrants' wages. After controlling for potential endogeneity using an instrumental variable approach, our empirical results from 2SLS estimation provides no evidence for significant average causal effect of network size on wage. A further exploration of quantile regression analysis with endogeneity issue managed by using the control function approach shows that a significant positive network size effect can only be found in the low-income end. [ABSTRACT FROM AUTHOR]

Aim: To understand the work status of nurses in long‐term care institutions in China for elderly care to provide a reference for further formulating management strategies and promoting the development of long‐term care teams. Methods: Using qualitative descriptive research methods, 31 nurses from three long‐term care institutions were selected through purposive sampling for in‐depth interviews, and a three‐week participatory observation was conducted on the daily work of nurses in the above three long‐term care institutions. Content analysis was used to analyse data. Results: In our sample, nurses in long‐term care institutions had insufficient manpower, generally had low academic qualifications, and lacked professional ability. Their work enthusiasm and initiative need to be further improved. Long‐term care nurses were moderately paid, and their salary satisfaction was lower than in other trades. At the same time, the social understanding of the long‐term care industry was insufficient, and the social identity of nurses in long‐term care institutions was low. Conclusion: The development of long‐term care requires the joint efforts of nurses, medical institutions, and society. By improving the system, cultivating talents and building a harmonious atmosphere, we aim to enhance the work enthusiasm of long‐term care nurses and promote the stable and orderly development of the long‐term care team. Implications for nursing management: Nurses in long‐term care institutions are at the core of the ageing age and play a vital role in coping with the ageing problem, meeting long‐term care needs, improving the quality of life of old people and reducing the cost of long‐term care. The training and management of nurses in long‐term care institutions and the construction of the entire long‐term care system should be based on China's national conditions and actual needs. [ABSTRACT FROM AUTHOR]

China's unprecedented economic growth has significantly improved the living standards of its citizens. Higher living standards, however, do not necessarily lead to greater happiness felt by the people. In this research, we present regional variations in self-reported happiness across Chinese cities based on a large scale, nationally representative survey. Further, we explore regional factors associated with the happiness of Chinese cities. Regression analysis identifies human capital as a negative predictor of residents' happiness and population size as a positive predictor, findings notably distinct from comparable studies in the U.S. context. Other relevant regional factors include wage and some local public services. [ABSTRACT FROM AUTHOR]

Labor mobility is an inherent component of economic development and labor market changes. With globalization and urbanization, labor mobility is on the rise in many developing countries, and it is of great significance to study the economic outcomes and poverty alleviation effects of this phenomenon. This paper explores the impact of labor mobility on the wages of rural migrants when they move out with their fellow townsmen (folks from the same county). The study uses the China Migrants Dynamic Survey (CMDS) data and applies the Propensity Score Matching (PSM) method for empirical analysis. Our results suggest that labor mobility with fellow townsmen significantly increases the wages of rural migrants. The paper shows two promotion mechanisms: mobility with fellow townsmen affects the wages of rural migrants by improving their ability to search for information and negotiate wages. Heterogeneity analysis indicates that mobility with fellow townsmen significantly increases the wages of rural migrants engaged in producer service, consumer service, blue-collar occupations, and working in state-owned and private enterprises. Furthermore, it has a more positive impact on the wages of older rural migrants from an intergenerational perspective. Interestingly, rural migrants may "give up" part of their wages to care for their families when they move with their spouses, parents, or children. Therefore, the government needs to take effective policy measures to promote the employment service system and improve the labor rights and interests protection mechanism for rural migrants. [ABSTRACT FROM AUTHOR]