浅析传统公私观念的局限及其消极影响

传统公私观念简单化和片面化的特点，影响着人们形成适应现实需要的合情合理的公私观念．给人们现实的社会生活带来了一定的消极影响。     

From Rhetoric to Blueprint: The Moran Review as a Concerted,Comprehensive and Emergent Strategy for Public Service Reform

On 3 September 2009, Prime Minister Rudd announced a six‐month Review of Australian Government Administration. He appointed an Advisory Group chaired by Terry Moran, Secretary of the Department of Prime Minister and Cabinet, to prepare a discussion paper, oversee a benchmarking study and consultations, and craft a blueprint to reform the Australian Public Service (APS) in order to deal with future governance challenges. The vision is to develop a forward‐looking, innovative, collaborative, citizen‐focused, agile, informed and highly‐skilled APS to advise and deliver policy and services for government. Ahead of the Game, a comprehensive Blueprint for action, was released on 29 March 2010. This article provides a high‐level review of motivations and process for the Moran Review, an overview of the Blueprint, an assessment of the strategy and process, and suggestions for moving forward on selected issues.     

The Rise and Fall and Rise Again of Public Broadcasting? The Case of the Australian Broadcasting Corporation

The purported capacity of the digital age to solve the problem of market failure in the broadcasting sector was widely expected to further compromise the already fragile status of public service broadcasting in advanced democracies. The proliferation of niche media content made possible by convergence led to speculation that publicly funded broadcasters would be rendered redundant. However while public service broadcasting in Australia and in comparable states remains under financial pressure, many signs point to a renewed government commitment to the sector. Using the Australian Broadcasting Corporation as our case study we argue that the digital era has contributed to the renaissance of the sector in unexpected ways.     

Rules and Flexibility in Public Budgeting: The Case of Budget Modernisation in Australia

This paper explores the features of public budgeting that make it resistant to efforts to balance central oversight and situational flexibility. Its aim is to help explain why systemic efforts at budget modernisation in the name of ‘devolution’ may have failed to deliver expanded budget flexibility. After defining flexibility, and briefly surveying how it can be inhibited by budget practices using the example of collaboration, the paper applies a taxonomy of general ‘budget rules’ to illustrate the trade‐offs between control and flexibility. It uses an analysis of budget reform in the Australian federal government over the last 30 years to identify a key set of ‘legacy reforms’ – all intended primarily to enable budget flexibility – to show how their design and redesign were purposed as modification to the general rules, and how, ultimately, they were constrained by them.     

Do Partners in PPPs view Public and Private Management Differently?

Differences between public and private management have been studied extensively by comparing sectors, but not within cross‐sectoral collaborative arrangements. As participants in such arrangements have actually experienced both management styles, examining their perceptions of how these styles differ may contribute innovatively to existing literature. This paper compares such perceptions between public and private sector project members (N = 63) involved in four PPPs in the Netherlands. We assess (1) to what extent and under which conditions these project members view public and private management differently and (2) how they evaluate these differences. By triangulating quantitative and qualitative interview data, we examine Boyne's classical hypotheses and find that more than two‐thirds of the statements making reference to these hypotheses offer support for them; more so, the vast majority of such statements evaluate sectoral differences negatively. Intriguingly, type of PPP is a stronger determinant of perceived differences than the manager's sector of origin.     

自诉案件的公诉化——公安机关与人民法院立案范围的界定研究

在我国刑事诉讼案件职能管辖中,公安机关与人民法院的分工存在交叉。人民法院自诉范围的扩大化,不仅不符合国际立法的趋势,也给被害人行使控告权带来了许多限制,妨碍其获得司法救济。大量自诉案件的公诉化,给实际操作也造成了混乱。立法应对自诉案件的范围做一调整,将有暴力、隐蔽特征、取证困难的案件划归公安机关管辖,尽量避免自诉案件的公诉化,以明确两部门之间的立案分工。     

Performance Management in Australia's Public Mental Health Service: A State Based Perspective

This article investigates the implementation of key performance indicators (KPIs) in Western Australia's public mental health system. A nationally agreed performance measurement framework forms part of the much needed reform now taking place within Australia. However, progress in the effective monitoring and reporting of KPIs is slow in most states, including Western Australia. The authors report on the results of a selective case study involving semi‐structured interviews with mental health administrators and offer a more nuanced insight into the intricacies and difficulties involved in performance measurement reform. The principal finding is that effective performance measurement and reporting can be internally problematic, particularly within a fragmented and networked system. This tends to give rise to a conformance‐only approach to performance measurement.     

Unconscious Bias Training: The ‘Silver Bullet’ for Gender Equity?

Western Governments concerned about the lack of gender equity in their workforces are increasingly seeking to address the negative effects of unconscious biases on employment decisions to counter the effects of hidden prejudices. Although unconscious bias has received limited attention in the human resource literature, social psychology literature has identified inadequacies with this practice, including that such training may entrench and normalise unconscious biases. We argue that the popularity of unconscious bias training invites agencies to view this practice as a ‘silver bullet’ to achieve gender equity, but that its effectiveness is likely to be limited unless accompanied by sustained interventions to address discrimination. Further, the impacts of unconscious bias training need to be rigorously evaluated to assess whether government resources are being effectively utilised. Consistent with international research, such an evaluation may reveal that unconscious bias training has unintended negative consequences, but that the training can be improved to reduce these consequences.     

Forced Exits: Accounting for the Removal of Contemporary Party Leaders

This article seeks to account for the remarkably high number of British party leaders who have been forced to leave office in recent years. In particular it seeks to explain why numerous leaders have felt compelled to resign following pressure from party colleagues. It is suggested that four general factors may be of importance: i) the increased importance of perceptions of leadership; ii) the rise of ‘celebrity’ politics; iii) erosion of traditional public–private divides, and; iv) increased professionalism amongst parliamentarians. The article refers to both the forced exit of leaders of all the major British political parties as well as the removal of leaders of parties within the devolved regions of the UK.     

国外教育公共服务改革成效与启示

从政府教育公共服务职能、公共教育的财政投入、重视基础教育事业的发展、实施教育绩效评估、完善教育公共服务多元化体系以及加强职业技术教育等方面介绍了国外有关教育公共服务的具体做法与经验,为推进我国教育公共服务的发展提供参考借鉴。     

Innovation Agents in the Public Sector: Applying Champion and Promotor Theory to Explore Innovation in the Australian Public Service

Innovation is critical to organisational success and is a process steered, and potentially thwarted, by individuals. However, despite the importance of public sector innovation given the complexity of policy issues faced and the sector's specific contextual features, our understanding of innovation processes in government requires expansion. This study, using in‐depth case analyses of three Australian Public Service agencies, focuses on understanding the ‘human component’ of the innovation process by drawing on both innovation champion and promotor theories to explore, through the lens of organisational power, how multiple human agents progress public sector innovations. The results highlight the key, and often tandem, roles of individuals at multiple organisational levels who work to inspire and motivate others to progress an innovation (champions) and those with specific power bases who help overcome organisational barriers to innovation (promotors).     

论高等教育改革应转变的几种观念

本文从五个方面提出了高等教育改革应当转变的教育观念 :(1)摒弃传统教育机械、单向的“适应论”而走向“超越论” ;(2 )废除传统教育变相“奴化”学生人格的做法 ,自觉发展学生以创新为内核的主体性人格 ;(3)转变过窄的专业教育为通才教育 ,注重培养基础扎实、宽厚 ,知识融通与迁移能力强的复合型人才 ;(4)转变以获取书本知识的多少为衡量教育质量的标准 ,注重综合素质的提高 ;(5 )转变重智力因素忽视非智力因素的倾向 ,努力塑造智商情商和谐共融 ,完善健全的人格。