Based on social exchange theory and social cognition theory, an integration model of organizational social network influencing enterprise collaborative innovation is constructed. This paper examines the relationship between organizational social network and enterprise collaborative innovation from the perspective of social exchange, and discusses the mediating role of knowledge sharing and the moderating role of digital construction based on social cognition theory. This paper used hierarchical regression analysis to empirically study high-tech enterprises in The Yangtze River Delta of China. This study draws the following conclusions: organizational social network has a significant positive impact on collaborative innovation of enterprises; knowledge sharing plays a partially mediating role in the relationship between organizational social network and enterprise collaborative innovation. Digital construction positively moderates the relationship between organizational social network and enterprise collaborative innovation.

This study focuses on the influence of organizational identity on knowledge employees' job performance and the mediating effect of work values. Job performance is divided into task performance and contextual performance and then a theoretical hypothesis model of organizational identity-work values-job performance is constructed based on the theory of social identity. Combined with the questionnaire data of 483 knowledge employees, the SEM was used to empirically test whether the theoretical hypothesis model was valid. It is found that organizational identity has a positive impact on knowledge employees' job performance, and work values partially mediate the relationship between organizational identity and job performance. Overall, the results show that improving the organizational identity level and work values of knowledge employees can promote their job performance. Finally, based on the results, the theoretical and practical implications of the study are discussed.INDEX TERMS organizational identity, work values, job performance, knowledge employees.

Talent market is a mechanism to allocate and adjust the human resources according to the market laws. The article introduces operation management and mode of human resources market in henna, also puts forward Henan talent market management problems and gives some management countermeasures.

In today's world, the competition between enterprises in the final analysis is talent competition and giving full play to the role of talents of enterprise cannot leave the optimal allocation of human resources. Along with the increasing open of global economy, our state-owned enterprises face the more and more difficult challenge, but also have many opportunities, which will encourage enterprises to renew ideas, adjust human resource structure, strengthen the cultivation of talents, learn and introduce advanced hr optimization technology and method. In Nanyang mobile company, for example, on the basis of expounding the connotation and principle of human resources optimization allocation, the paper summarizes and analyzes the human resource configuration optimization problems and also puts forward some proposals for resolving these problems using human resource configuration optimization theory. By means of human resource configuration optimization, it can realize company efficient, orderly and long-term development, and provides some suggestions about hr optimization for other companies.

SMEs are important part of the national economy. The level of human resources management in an enterprise ultimately determines the competitiveness of enterprises and effective development and scientific and rational management of human resources is the key to the business success. Therefore, how to strengthen and improve the enterprise human resources management are the urgent issues in the development process of current enterprises. The article analyzes the prominent problems in SMEs’ human resources management from human resource perspective, taking Zhengzhou Wuhua Lamp Company for example. It puts forward how to strengthen and perfect the SMEs’ human resources management and gives some countermeasures and suggestions, also highlights the importance of "people-oriented" concept of modern human resources management and provides valuable suggestions for SMEs’ health development.