Increasing the enthusiasm and the initiative of the scientific researchers is conducive to fully releasing their capacity of innovation and creativity, promoting the construction of an innovation-oriented country, and achieving the high-quality economic development. This paper analyzes the effects of the characteristics, the research work, the talent evaluation, and the income distribution on the job satisfaction of the scientific researchers based on the national survey data and the binary logistic models. It is shown that the factors such as the income distribution mechanism, the social status, the job autonomy, the training opportunities, and the ability and performance-oriented talent evaluation mechanisms all have significant effects on the job satisfaction of the scientific researchers. Based on the results of the model analysis, this paper proposes to promote the implementation of a distribution system that is oriented towards increasing the value of knowledge, to improve the evaluation standards that are oriented to the competence and the contribution, and to create a social atmosphere of respecting the scientific researchers.

The proposals given by the representatives of the China Association for Science and Technology (CAST) during the National Congress of the scientific and technological workers play an important part in fully achieving the functions of the representatives of the scientific and technological workers. Also, it is an important form of participating in the CAST work. This paper reviews the historical roles played by the scientific workers, the characteristics of the proposals given by the representatives of the CAST, especially those on the enhancement and the fulfillment of the representative suggestions. This paper proposes to better organize the proposals of the scientific and technological workers for establishing a globally strong scientific country for China.

The flow of high-level scientific and technological talents is a topic thathas attracted much attention. The paper analyzes the distribution characteristics and patterns of the inter-provincial mobility in the 2014-2019 ESI of high level researchers in China. It is shown that the distribution of high level scientists in China is significantly unbalanced, mainly concentrated in the areas with developed economic and science-education resources such as Beijing, Jiangsu, and Shanghai; the net inflow of high level scientists is mainly concentrated in Guangdong, Jiangsu and Sichuan provinces, the net outflow is mainly concentrated in the regions such as Jilin Province, Anhui Province and Liaoning Province; the net inflow institutions include mainly the University of Electronic Science and Technology of China, Soochow University and Fudan University, and the net outflow institutions include Chinese Academy of Sciences and Peking University. However, due to the large number of high level scientists in the CAS, the outflow proportion of the CAS is not significant. In the end, the results of this paper will help managers formulate the talent policies, improve the talent system, properly allocate scientific research resources, and utilize the global elite scientific and technological talent resources.

With the curriculum vitae analysis and taking 2758 talents brought in from overseas in recent years as an example, a macro analysis of the basic situation of overseas talent returning groups is conducted. The analysis shows that among the overseas returning talents, males account for more than 90%, the average age of the overseas talents is 39.6 years old, with most of them in the range between 30 to 40 years old. The United States is the most important source of talents. The talents come mainly to a few areas such as Beijing, Shanghai, Jiangsu, Guangdong, and Zhejiang. The professional fields of the talents mainly include on life sciences, the information sciences, and the materials science. The personnel and the financial investment in the technological innovation environment are the most attractive factors of these regions. In order to better introduce those overseas talents, three suggestions were proposed. The first is to expand the talent introduction channel. The second is to to tilt the key introduction fields to the basic science areas. And the third is to take flexible measures for introducing talents.

The innovation is the first important driving force of the development. The human resource in the S&T is the mainbody of the S&T innovation activities, in innovation networks of the scientific societies and others. Based on the panel data of 31 provincial regions in China, this paper discusses the impact of the human resource in the S&T and the scientific societies on the S&T innovation performance. The main findings are as follows. First, the human resource in the S&T plays a fundamental role in the S&T innovation. Second, the scientific society's function with regard to the S&T innovation is through moderating the human resource in the S&T, but its direct effect is not significant. Third, the positive influence of the financial support on the S&T innovation should match the circumstance of the human resource in the S&T. According to the findings, the following suggestions are put forward. First, the human resource in the S&T and the personnel training of the S&T talents should be promoted to realize an innovation-driven development. Second, the scientific societies should be oriented as a service platform and be enhanced to stimulate the vitality of the national innovation system. Third, the resource of the S&T innovation should be allocated proportionally to enhance the capability of the national innovation system.