新中国治安治理结构演进路径解析

新中国成立以来,我国治安治理结构经历了"磁斥结构-磁吸结构-耦合结构"的演进路径,在不同的时代背景之下,各治理结构呈现出其所特有的治理逻辑和基本特征。从认同性、社会自主性、公共性、参与性四个方面对三种治理结构进行比较分析来看,未来治安治理结构的发展规律,将在很大程度上同国家与社会间良性互动的耦合治理结构相吻合。     

Ethyl Glucuronide Concentration in Hair of Detainees: A Preliminary Study

Through the measurement of ethyl glucuronide in hair (hETG), it is possible to assess chronic alcohol abuse over time. In this paper, we present a study on hETG in Italian prison inmates. Analyses were performed by LC-MS according to a previously published method. Results were evaluated using the cut-offs established by the Society of Hair Testing. Positives samples (ETG > 30 pg/mg) accounted for 6% of all subjects, with concentrations ranging from 42 pg/mg up to 270 pg/mg, abstinent subjects (ETG < 7 pg/mg) accounted for 88%, and moderate alcohol consumption (7 < ETG < 30 pg/mg) for 6% of the subjects. No females displayed ETG values above 30 pg/mg. Among positive samples, only two subjects did not declare heavy alcohol consumption and were found strongly positive at 210 and 270 pg/mg. To the best of our knowledge, this represents the first study on ETG hair concentration on prison inmates.     

“河长制”优化研究

"河长制"全面实施以来,我国河流管理与保护成效显著。"河长制"确认各级河长在河流管理保护中的职责,通过对河长每年工作履职情况进行严格考核并实施严格追责等措施,促进了我国水环境和水生态质量的改善并向长久保持。在实践中,我国"河长制"面临着本质偏离、考核异化、多元共治欠缺的困境,使得河流治理容易出现短期、反弹等现象,影响了"河长制"的实效。为此必须通过明晰各级河长的责任,确保以责任驱动"河长制"工作;建立多层面的科学完善的考核指标体系;坚持多元共治,弱化对行政权力的依赖来优化"河长制"制度,保障"河长制"的长效化、法治化。     

工会组织建构服务平台研究 ——以云南娘家人服务站（深圳站）为例

当前，面对新业态从业人员群体、农村转移劳动力群体开展思想引导和服务工作时，工会组织 的传统模式覆盖面存在空白。云南娘家人服务站（深圳站）即是为解决这一问题，由云南省总工会主导建设， 通过整合人社、共青团、妇联等组织的业务专长为珠三角地区的云南籍务工人员群体提供服务的一个常设机构。 研究认为，这种通过建构平台来聚合多方力量的工作模式不但有效拓展了工会组织的服务职能，而且也为工会 组织在新时期复杂的经济社会环境中履行所肩负的政治责任和社会使命提供了一种可资参考的方案和路径。为 进一步发挥这一平台优势，研究建议，可以通过项目化的运作来降低平台内部共建方的内聚力，增强外部参与 方的耦合度。     

全覆盖预算绩效管理的内容建构和路径探讨

经济新常态下,预算绩效管理已不再仅是对支出效率评估的工具,而是成为了实现国家治理现代化的保障机制。全覆盖预算绩效管理作为构建预算绩效管理体系的重要组成部分,以目标导向为原则,一方面旨在弥补传统预算绩效中存在的问题,另一方旨在构建起包括一般公共预算绩效管理体系、其它政府预算绩效管理体系和解决政府与社会企业的"五种合作模式"存在的部分问题的预算绩效管理体系。为推动全覆盖预算绩效管理的践行,应积极推进全覆盖与全方位预算绩效管理格局紧密配合、与全过程预算绩效管理链条有机联动的路径机制。同时,弥补全覆盖预算绩效管理相关的法律不足、建立健全全覆盖预算绩效考评监督体系等相关配套措施的顶层设计,从而推进"绩效管理平面化"向"绩效管理立体化"转变、实现财政支出效率和预算绩效管理的战略规划目标。     

Gender differences in perpetuating factors,experience and management of chronic insomnia

The higher prevalence of insomnia in women has been attributed to biological factors, which are less likely than cognitive and behavioural factors to play a role in perpetuating insomnia. Gender differences in perpetuating factors have not been extensively examined. This study compared men’s and women’s self-reports of factors that perpetuate insomnia; experience of symptoms, perceived severity and impact on daytime functioning; and use of strategies to manage insomnia. Data were collected at baseline, using reliable and valid measures, in a project that evaluated behavioural therapies for insomnia. The sample (N = 739) consisted of women (62.4%) and men (37.6%). Gender differences were found in: (1) perpetuating factors: men took more naps and held more unhelpful beliefs about insomnia, whereas women experienced higher pre-sleep arousal; (2) perception of insomnia severity: higher among women; (3) perceived impact of insomnia: higher fatigue among women; and (4) use of strategies (higher in women) to manage insomnia. Gender differences were of a small size but could be associated with women’s stress, expression of somatic symptoms, and interest in maintaining their own health to meet multiple role demands.     

基层法院庭长权责匹配冲突及耦合

司法责任制改革取消了庭长审批权,实现了权力下沉至一线法官的目的,但同时庭长却面临着不愿管、不善管的困境。其直接原因在于庭长权责匹配冲突,即权力小、责任大。具体表现为多重角色赋予其所承担的政治责任、基于法院目标管理带来的行政责任以及法官身份回归而需承担的法律责任,但并未赋予相应的权力。造成权责匹配冲突的根源在于在去行政化过程中对权力关系的简单化处理,导致法院外部压力型任务注入与内部平权式治理之间的矛盾;法院功能的超载化,扩充了法院管理的范围。权责冲突带来了负面效应,包括权力的非正式运作,不善管;逆向激励,痕迹化监督与策略性监督,不愿管。要改变这种状态需要从制度保障、动力机制、信息基础、关键因素四个方面入手。     

Holding on tight – NPM and the New Zealand performance improvement framework

The New Zealand Government's Performance Improvement Framework (PIF) is aimed at public sector organisational improvement. The PIF exemplifies how the characteristics of new public management (NPM) challenge the evolution of performance systems attempting to go beyond performance management. The paper provides an empirical example of the operation of the PIF, using a theoretical frame derived from the literature. The analysis suggests that the PIF design does not yet mitigate the effects of gaming, synecdoche, and reputation-protecting behaviour. The common graded ratings continue to hold the attention of those to whom the PIF is important, acting as a proxy for the whole performance of the organisation. This is a case study of how, despite promising adaptations, performance improvement efforts remain hampered by NPM limitations.     

An analysis of self-reported suicide attempts and ideation in a national sample of incarcerated individuals convicted of sexual crimes

ABSTRACT

Suicide is the leading cause of preventable death in US jails and prisons, with rates three to nine times higher than those of the general population. Although suicide in correctional settings has been recognised as a serious problem, the research on suicide among incarcerated individuals remains limited. Individuals who have committed sexual offenses may be at an elevated risk for suicide. Specifically, they have been found to report high rates of hopelessness and depressive mood, and approximately 14% of individuals convicted of sexual offenses have reported a suicide attempt at some point in their lives. Most of these data are based upon official reports and may represent an underreporting of the true prevalence of the problem. The current study provides an analysis of the prevalence and factors associated with self-reported suicidal thoughts and behaviours in a large national sample of individuals convicted of a sexually based crime. Overall, 17.9% of the offenders reported an attempted suicide in their lifetime, 15.1% reported experiencing suicidal ideation but never made an attempt. Risk factors for suicide attempts and ideation for this population are reported. The findings are discussed in the context of suicide prevention and intervention efforts among those who have committed sex offenses.     

高绩效人力资源管理系统与员工创新行为 ：建言行为的竞争机制研究

如何促进员工的创新行为对组织的发展至关重要。本研究通过多源、多时点调研方式，对我国技术型企业的人力资源部门负责人及其下属员工进行问卷调查，探讨了组织实施的高绩效人力资源管理系统对员工创新行为的影响，并检验了促进性建言与抑制性建言的竞争性中介作用及心理安全感的调节作用。研究结果表明：组织实施的高绩效人力资源管理系统对员工创新行为有显著正向影响；促进性建言和抑制性建言在高绩效人力资源管理系统与员工创新行为间表现出部分中介作用；心理安全感调节了高绩效人力资源管理系统与促进性建言之间的关系；同时，心理安全感还调节了促进性建言对高绩效人力资源管理系统与员工创新行为关系的中介作用。