略论科学发展观与科学政绩观的建构

科学发展观与科学政绩观有内在的密切联系。执政党的科学发展观最终要通过政绩来表现;而科学正确的政绩观又体现着科学发展观的内在要求,践行着科学发展观的绩效。要把思想教育与制度建设相结合,引导广大干部树立科学正确的政绩观。     

构建科学发展观导向的地方政府绩效评估体系

科学发展观归根到底要靠各级地方政府来落实,用科学的发展观指导地方政府绩效评估体系建设就是落实科学发展观的应有之意。但是,片面的政绩观、评估立法的缺位、评估主体的瑕疵,评估指标的难定以及政务信息垄断等因素严重阻碍了建立科学的地方政府绩效评估体系。笔者试图通过坚持科学的发展观,树立正确的政绩观;加快地方政府绩效评估立法;实行评估主体多元化;厘清政府职能和建立阳光政府,公开政务信息等方法来消除这些障碍,建立科学的地方政府绩效评估指标体系。     

浅论领导干部的政绩观

政绩观是人们对于领导干部执政成效的价值判断。因此,领导干部正确的政绩观应充分体现求真务实的科学精 神、执政为民的本质要求,并以科学发展观为基础。     

将地方政府绩效评估纳入科学发展轨道

科学发展是中国"十二五"时期的主题,也是地方政府绩效评估路径的唯一选择。地方政府绩效评估指标体系要充分体现科学发展的要求。科学性是避免地方政府绩效评估价值缺失的根本保证,绿色GDP是可持续发展的重要体现,绿色GDP代表了国民经济增长的正面效应。要从根本上扭转地方政府片面追求GDP的政绩观,需要借鉴国外"环境保护问责制"的做法,逐步在我国建立绿色GDP绩效评估体系,并通过公众参与和社会监督使其逐渐完善。     

生态政绩观:生态文明建设中政绩观的新向度

生态政绩观是以科学发展观为指导思想,以生态文明为价值取向,以生态价值优先、整体利益最大化、未来利益至上为原则,以经济增长、社会公平和改善环境质量为目标,实现生态、经济、社会全面、协调、可持续发展的政绩理念.树立生态政绩观是建设生态文明的必然要求,建构生态政绩观必须实现价值观的生态转向:从经济理性转向生态理性,从个人价值诉求转向整体价值诉求,由单一价值诉求转向综合价值诉求,从无视成本价值诉求转向生态成本价值诉求.     

科学发展观、政绩观与政绩考核机制

科学发展观是党中央根据全面建设小康社会的新要求 ,而提出的一种科学发展思维。贯彻落实科学的发展观 ,关键在于使各级领导干部树立科学的政绩观 ;而树立科学政绩观的核心 ,是建立一套科学的政绩考核机制     

地方政府绩效评估的悖论及其消解

中国在推进地方政府绩效评估中遇到的悖论是:绩效评估的科学理念与传统政绩观的悖论、绩效评估的信度要求与信息不对称的悖论、绩效评估的多元主体与单一治理主体的悖论、绩效评估的绩效测量与政府产出特殊性的悖论。其主要原因在于:地方政府绩效评估价值缺失、地方政府绩效评估测量工具选择单一、地方政府职能转变滞后。消解悖论的主要路径在于:建立以科学发展观为核心的地方政府绩效评估价值体系、形成具有中国特色的地方政府绩效评估体系。     

政府绩效管理中的行政成本控制

行政成本控制既是政府绩效管理的目标之一,又是影响政府能力发挥和绩效管理水平提高的重要因素.它在政府绩效管理中的重要地位主要体现在:政府绩效管理的起点是控制行政成本;降低行政成本是现代政府实施绩效管理的重要动力之一;降低行政成本同提高管理绩效本质上是一致的;重视行政成本的控制有助于政府绩效管理科学化.现阶段我国政府绩效管理中行政成本缺失产生的问题:一是政府绩效评估模式主要是服务于单纯的经济发展战略模式;二是行政成本没有被纳入绩效考评的指标体系;三是缺乏科学有效地控制行政成本的制度及运行机制.实现对政府绩效管理行政成本控制的途径:首先,应强化公务员的行政成本控制意识和效益观念,树立正确的政绩观;其次,重新设计政绩评估体系,树立科学的政绩观;第三,建立以行政成本为主要内容的政府政绩评估指标体系;第四,建立科学的绩效评估制度.     

塑造健康政绩观的理性路径

能分辨政绩观的正确以否 ,懂得应按正确的政绩观来执政 ,是干部应该具备的基本的理性素质。错误的政绩打造行为 ,与其说是“政绩观不正确”使然 ,倒不如说是“政绩观不健康”所致。塑造健康的政绩观 ,防止政绩观教育在一些地方演变成“政治秀” ,必须理性分析不健康政绩观产生的原因 ,从培养干部的“消极政绩观”为入手 ,以构建能保证“伦理底线”被坚守的制度为切入点     

以科学发展观为指导树立正确的政绩观

片面的发展观会导致片面的政绩观 ,片面的政绩观会导致虚假的泡沫经济。我们必须以科学发展观为指导 ,辩证地看待政绩 ;必须树立正确的政绩观 ,实践科学发展观。     

民办高校教师绩效考核制度存在的问题与对策研究

本文采用文献法、调查法、比较研究等方法,调查和分析民办高校教师绩效考核制度存在的问题及其原因,并在此基础上提出改进的三点建议:民办高校应建立以绩效为中心的绩效管理模式;绩效考核应贯彻以人为本的管理理念;绩效考核要坚持科学性。     

Contrarian investment philosophy in the American stock market: on investment advice and the crowd conundrum

Abstract

This paper contributes to the understanding of the role of crowds in the financial market by examining the historical origins and theoretical underpinnings of contrarian investment philosophy. Developed in non-scientific, practice-oriented ‘how to’ handbooks in 1920s and 1930s America, contrarian investment advice was aimed at so-called small investors rather than well-established market practitioners. Emerging out of late-nineteenth- and early-twentieth-century debates about public participation in the stock market, the contrarians expanded on a widely held (amongst financial writers) scepticism about the investment and speculation skills (or lack thereof) of the masses and adopted ideas from the theoretical discipline of crowd psychology, whereby they positioned the mass (i.e. the crowd) in opposition to the successful investor. I argue that despite its idiosyncrasies, the contrarians’ conception of the market based on crowd psychology points to a fundamental fragility of market participants, which still lingers on in recent debates about the wisdom of financial market crowds.     

科学发展观对社会主义的新认识和新视角

科学发展观不仅在发展的本质、目的、内涵和要求等一系列重大问题上突破了传统社会主义发展理论，用一系列新思想、新观点、新论断丰富和深化了我们对社会主义发展规律的认识，同时也充分展现了以胡锦涛为总书记的新一届中央领导集体认识社会主义的独特视角和方法。全面了解科学发展观对社会主义的新认识和新视角，对于我们深刻把握科学发展观的科学内涵和精神实质，进一步深化对中国特色社会主义发展规律的认识，具有十分重要的理论和现实意义。     

马克思主义权力观下建构防止利益冲突制度

腐败发生的重要根源在于公职人员的利益冲突,利益冲突的重要根源在于公职人员权力观的错位。树立“权为民所赋,权为民所用”的马克思主义权力观,从制度层面上规范和监督公共权力的运行过程,通过合理的制度安排使公共权力与私人利益相分离,从而阻断公职人员以权谋私的通道,最终达到预防腐败的目的。     

深化对劳动和劳动价值理论的认识应当澄清的若干问题（上）

马克思主义的劳动和劳动价值理论是一个内容极其丰富的科学体系，揭示了当时资本主义的生产方式的运行特点和基本矛盾。在我国当前新的历史条件下，如何深化对劳动和劳动价值理论的认识，尤其是如何在坚持马克思的劳动价值理论的基础上进行理论的发展和创新，不仅是一个重大的理论问题，更是改革开放和社会主义市场经济建设中的重要的实践问题。     

The Mediating Effect of Trust in Supervisors in the Relationship between Constructive Performance Feedback and Perceived Fairness of Performance Appraisal

Abstract

This research addressed two main research questions: (1) Is constructive performance feedback positively related to perceived fairness of performance appraisal? (2) Does trust in supervisors mediate the relationship between constructive performance feedback and the perception of a performance appraisal as being fair? Using the 2018 Federal Employee Viewpoint Survey dataset, we employed the structural equation model to analyze the relationship. Findings revealed that constructive performance feedback and trust in supervisors were positively and significantly associated with perceived fairness of performance appraisal. Further, trust in supervisors partially mediated the relationship between constructive performance feedback and perceived fairness of performance appraisal.     

Performance Appraisal and Its Use for Individual and Organisational Improvement in the Civil Service of Ghana: The Case of Much Ado about Nothing?

Recent efforts to modernise public sector institutions have led to the adoption of performance management systems worldwide. The belief in performance management is that information generated can be used to help individuals improve themselves in terms of what they do in their organisations, which will subsequently impact positively on the organisation. An instrument for collecting performance information (PI) is performance appraisal (PA). Since the early 1990s, the Ghanaian government has attempted to develop a systematic appraisal system as a strategy to obtain PI in the civil service (CS). In spite of this, the CS continues to perform below expectations despite individuals getting promoted every year. What has been the effect of PA in the CS? How has the collected information been utilised to improve performance? What are the main barriers to the use of PI, and what practices can be put in place that might encourage the effective collection of PI and its use in the CS? We argue that the PA system is much ado about nothing. In analysing why this is so, we will look at the impediments that continue to affect the collection and usage of PI and to suggest ways that will help improve the system. Copyright © 2015 John Wiley & Sons, Ltd.     

Numbers in regulatory intermediation: Exploring the role of performance measurement between legitimacy and compliance

Much regulatory intermediation has come to entail forms of calculation and performance measurement. In this paper we analyze the role of performance measurement in regulatory intermediation in a transnational multistakeholder setting where intermediation lacks an official mandate. We do this through a study of the Access to Medicine Index, which ranks pharmaceutical companies in terms of their access to medicine policies and practices in developing countries. We conceptualize multistakeholder intermediaries as “second order rulemakers” reconciling diverse and often competing implicit and explicit rules across the governance field. We then detail various intermediation roles of performance measurement between attaining input and output legitimacy and enticing compliance among targets. Our case demonstrates how the selective formalization of measurement processes and the related ability to move back and forth from the role of intermediary to that of “ad hoc rulemaker” are important conditions for achieving and maintaining legitimacy. Furthermore, it shows that for multistakeholder intermediaries that rely on performance measurement, compliance by targets depends on the uptake of performance information by powerful constituencies. This illustrates how addressing legitimacy concerns and enticing compliance through performance measurement should be examined as co‐emerging processes.     

以科学发展观为指导重塑政绩指标(下)--将政绩指标由GDP改为GNP+国民财富指标

五、GDP、GNP对资本流动和民族企业融资的影响 1.追求GDP导致资金流出增加和国内企业融资困难 追求GDP导致国际收支顺差增大和资金流出增加,民族企业融资困难.随着出口增加和外资引进加速,国际收支顺差增加,特别是资本项目顺差更多.入世2年来,我国在引进外资方面成效卓著,每年都有500多亿美元的外国直接投资进入我国.与此同时,我国的资金在加速流出.在我国的结售汇制度下,由于流入的外国资金都要转换成外汇储备,外汇储备主要是储备美元、欧元的债券.