Suchergebnisse

AbstractThis study aims to uncover the complexity of emoji usage on Chinese social media. We investigate emoji usage in comments on push notifications from the WeChat official account ofGuokr, which was chosen as a representative for an open forum for public communication. The data includes 2,552 comments from 90 articles pushed by the account. The analysis adopts a discourse-pragmatic perspective within the framework of intercultural pragmatics (Kecskes 2014), taking into account both the local discourse environment and the cultural context. It is found that Chinese WeChat users show a preference for using emojis that are unique to the WeChat platform. Qualitative analyses were carried out on selected WeChat emojis used in comments fulfilling the speech acts of self-disclosure, self-praise, humor and complaining. Emojis are found to be used to perform and reinforce a sense of playfulness in social media, but underlying this playfulness there is a discursive conformity to social norms in real life. The use of emojis resolves the tension between the openness and freedom in social media and the conservative, constraint-bounded nature of established social norms.

Since the Chinese government's rapid increase in expenditures on science and technology (S&T) during the 2000s, numerous related policies have been implemented by national-, provincial-, city-and prefecture-level governments in China. Each level of government aims to promote innovation activities; however, few empirical evaluations have been conducted for each policy level and category. This study estimates the treatment effects of innovation policies at each government level and category by using firm-level survey data from Chengdu, an inland city. Results suggest that aggregated S&T policies stimulate effective firm-level innovation activities, in particular, city-level policies and various government services. On the other hand, some policy categories, including tax incentives, seem to be inefficient and these results are also consistent with related studies. Restructuring the current policy menu and establishing further feedback mechanisms for S&T policy will improve the efficacy of such spending.

Role conflict is typically present in boundary-spanning roles such as middle managers in organizations. We used conservation of resources (COR) theory (Hobfoll, 1989) as a basis for our examination of the impact of role conflict on middle managers' job satisfaction and work-related
anxiety, and the buffering effect of proactive personality. Participants comprised 245 middle managers. The results showed that more role conflict did not significantly lead to lower job satisfaction, but led to significantly higher work-related anxiety. We also found that proactive personality
significantly moderated the relationships between role conflict and the two outcome variables. Specifically, for more proactive middle managers, role conflict did not significantly influence either job satisfaction or work-related anxiety. However, for less proactive middle managers, more
role conflict led to significantly lower job satisfaction and higher work-related anxiety. This suggests that proactive personality can serve as a coping resource that buffers the dysfunctional effects of role conflict. Implications of the results and directions for future research are discussed.

Based on the classical human capital theory, we propose the connotation of human capital quality which is the combination of knowledge; techniques, capability and health etc. that are embedded in labor and with economic values. According to this concept, we put forward the three-dimensional structure of human capital quality which is constructed by health awareness, education effect and family background. And on the ground of our hypotheses, we set up theoretical models of second-order CFA and get perfect fit by using enterprise survey data of Dongguan city in China. Furthermore, we adopt multiple-group CFA model to test the invariance across subsample of workers and sub-sample of managers and technical staff. Implications of the results for public personnel management are discussed at the end.