Analyzing the regional diversity and convergence of agricultural labor productivity is an important step in investigating this aspect of the economy. To enhance urban–rural integration, the Gini coefficient and kernel density estimation methods are used to examine regional agricultural labor productivity in China. The overall regional diversity in agricultural labor productivity is found to be expanding, with regional differences being the primary source of the overall disparity. Agricultural labor productivity in China has continued to improve over the period considered in this study. The gap between agricultural labor productivity in the eastern and western regions is found to be lower than that between the eastern and central regions and the western and central regions. Although there is no σ-convergence to agricultural labor productivity in China, both absolute and conditional β-convergence are observed. A spatial lag model indicates that agricultural labor productivity has a significant positive spillover effect. GDP per capita and the level of marketization make significant contributions to the convergence of agricultural labor productivity, and the level of industrialization significantly reduces the agricultural labor productivity gap.

Electronic Human Resources Management (e-HRM) activities should be continued with more technological and innovative methods. The aim of this research is to examine in detail the current studies on e-HRM based activities and to determine the orientation of the concepts. As a result of keywords analysis, it is seen that big data, artificial intelligence, cloud computing, Internet of Things have come to the fore. In the last ten years, 3888 publications related to e-HRM have been retrieved from the web of science database, and 56 newest articles on Human Resource Management (HRM) application, practice, strategy and execution, which contain search phrases. It is seen that the subject of e-HRM is the starting point in determining the research terms and the main starting point of the articles that guide the study, and the most cited publications in this field are the studies on e-HRM. It is thought that developments in mobile applications, smart automation and artificial intelligence also affect the studies in the field of electronic or digital HRM. The common feature of the most recent publications on technology-oriented HRM practices, strategies and practices is the acceptance that their effects are wide-ranging. Recent discussions on technology and HRM strategies in businesses have emphasized the importance of social context and appear to have developed frameworks that acknowledge both the material and social character of technologies. As a result, the current increase in the use of digital technologies affects the competencies and expectations of the digital workforce.

The constant technological transformations that have emerged over the last few decades have forced a fast adjustment caused both by the digitalization and automation processes that have revolutionized the job market. Even though the fourth industrial revolution allows the emergence of numerous job opportunities, it brings different restrictions that directly affect the daily lives of professionals and organizations. On the other hand, this implementation requires not only a large financial investment but also, and perhaps the most critical obstacle in this process, the training of human resources to be able to assimilate the complexity of these digital transformations. Thus, the main objective of this research is to try to understand which skills will be most required by the labor market in the future. To achieve this primary objective, a bibliometric study was carried out, based on the World Economic Forum report and two main databases: Web of Science and Scopus

For developing countries, rural labor transfer from agriculture to non-agricultural sectors plays a key role in increasing rural household income, improving agricultural productivity, and solving problems of the lack of non-agricultural labor force. As a developing country, although China's total GDP ranks second in the world, its unbalanced development of the regional economy has not be radically solved in the long-term. Therefore, rural labor transfer is also the focus of the Chinese government.Combined with the process of China's rural labor transfer in the last 40 years of reform and opening up, this paper explores the impact of labor transfer on the income growth of rural households, in hope of finding a way for developing countries to learn from.

The capacity of data analytics to give intuitions grounded on data-driven decision-making methods has contributed to human resource management seeing a rise in the significance of the field. However, as it is difficult to successfully incorporate an analytics-based approach into HRM, many firms cannot use HR Analytics. In the first step of this process, we will use a "framework synthesis" technique to identify the challenges that will prevent HRA from being implemented. The next step is developing a conceptual framework describing the various organizational elements that impact HRA usage. Using this paradigm, organizations can determine whether or not they should employ HRA. This study analyzes the significant aspects associated with the many technical, executive, ecological, and distinct elements that drive HRA adoption. One of these factors is the governance of the data. In addition, the research presented in this article identifies 23 sub-dimensions of these five criteria as the essential components that must be present for HRA to be successfully implemented and practiced within businesses. These sub-dimensions are the vital components that must be present for HRA to be successfully implemented and practiced within enterprises. In addition, we investigate the framework's implications for HR executives, HR administrators, CEOs, IT executives, and accessing experts regarding the operative implementation of HRA in enterprises.

The main purpose of this research is to make suggestions for future studies by making bibliometric analyses of publications, researchers, institutions, countries and their connections in sustainable human resources management between 2000-2021. It is bibliometric research in terms of research method, and the research data were obtained from the Web of Science (WoS) and Scopus database. We reviewed 505 articles published in 210 journals between 2000-2021 to collect data according to inclusion and exclusion criteria. We conducted performance and scientific field mapping analyses to reveal the field's overall view of the research. Analysis findings show that the interest in sustainable human resources management is increasing daily, and there is an increasing trend towards areas such as "green human resources management" and "corporate social responsibility". In addition, we determined that ten core journals on the sustainability of human resources dominate the field.

This research aims to explore what challenges the management leaders face when dealing with flexible working employees in a remote working environment, based on the case of one of China's biggest publishing houses—People's Literature Publishing House. Through primary research that targets the managers and employees of the Publishing House, 63 valid questionnaires were collected. The survey was conducted to testify six pairs of variables, specifically the relationship between leaders' communication (independent variable) and employee performance (response variable), between leaders' mental support and employee performance & psychological health, between the use of technology and leadership effectiveness, and between leaders' promotion of flexible organizational culture and employee performance (e.g. engagement, productivity, creativity). The research findings show that leaders' effective communication, mental support, and promotion of flexible organizational culture are great challenges for leaders to manage the employees who work in the virtual environment and improve overall employee performance. The survey results are of great value to the virtual workplace as leaders should emphasize their skills and abilities to deal with flexible working employees, e.g. empowering, effective online communication, and motivating employees in the remote working environment, etc.

Previous studies have stated that PPPs often bring together organizations with strikingly different cultures and that cross-sectoral cooperation between the public and private sectors is complex and time-consuming. Especially in the developing countries, the increasingly dynamic environment faced by interdependent organizations in international PPPs also brings to light the inefficiencies and failures of the hierarchical model in dealing with complex and unstable environmental forces. Because bureaucratic models are of little use given the dynamic and uncertain environment of PPP implementation, new design concepts are imperative. Drawing upon the important concept mentioned by previous studies as an organization structure positioned in an environment that is both dynamic and complex, six types of coordinating mechanisms are worked out (against their antitypes which deter success) as the keys to support the operational success of international PPPs in developing countries. And further this article explains the rationale of my recommended design approaches through six PPPs case example, hoping to provide a feasible scheme for improving the quality of PPPs in developing countries.

In recent decades, new technologies have reshaped people's working environment. Both organizations and individuals have benefited a lot from these new technologies. However, everything is two-sided, which means the development of various new technologies in the work scene, such as smartphones, has had a series of negative effects on employees' job performance and their physical and mental health. Researchers generally regard smartphone addiction in the work scene as a behavioral addiction in a specific environment. The formation of employees' smartphone addiction is affected by many factors, in which psychological factors belonging to endogenous factors and working environment factors belonging to exogenous factors are significant. Besides, in the past three years, the outbreak and popularity of COVID-19 accelerates formation of employees' smartphone addiction. The influence of smartphones addiction on employees had advantages and disadvantages while it is generally believed that the disadvantages, which have numerous negative effects on employees' physical and psychological health, personal life, family and job performance, outweigh the advantages. The mechanism of psychological smartphone addiction can be explained by job demand–resource theory and boundary theory. In the future, we still need to pay attention to the influencing mechanism of smartphone addiction and employees' job performance and figure out the key influencing factors, so as to amplify the advantages of using smartphones in the work scene and make smartphone serve to the target of improving job performance.

The dual stress from teaching and scientific research performance assessment must be placed on newly-employed teachers of colleges and universities as a special group of teachers of colleges and universities at the beginning of their role change and adaptation. In this paper, the impact of work stress on work performance for newly-employed teachers was analyzed by taking newly-employed teachers of colleges and universities in Western China as research objects. The analysis results showed that work stress had a significant positive correlation to the challenge stress and a significant negative correlation to the hindrance stress. The task performance and the work performance had a significant positive correlation to the work stress and a significant negative correlation to the hindrance stress. In addition, the work-related happiness partially mediates the relationship between the work stress and the work performance.