How Financial Managers Deal with Ethical Stress

This article explores the way public-sector financial managers cope with ethical challenges created by undue political pressure and demands for special treatment. A nationwide survey of financial managers revealed that fiscal stress exacerbates ethical pressure for most financial managers, including chief financial officers (CFOs) and those who report to CFOs. Financial managers do not work in an ethical vacuum; they respond to supervisors who encourage ethical action and to coworkers who demonstrate high standards of personal integrity. Supervisors of CFOs who emphasize political responsiveness in employee evaluations can threaten the ethical behavior of CFOs, while timely feedback can mitigate ethical pressure. In turn, CFOs as supervisors can temper the harsh work environment in fiscally stressed times by encouraging ethical action and by giving adequate feedback to those who report to them.     

也谈如何做好新形势下的思想政治工作

思想政治工作是主体和客体心灵的交汇、情感的沟通,它包含了思想政治工作者个人的人格魅力、政治信仰和价 值取向。选准"结合点",抓住"兴奋点",拨亮"闪光点",拓宽"覆盖面",是做好新时期思想政治工作的关键。     

Regulating Public Services: How Public Managers Respond to External Performance Assessment

Performance management systems have become a key component of contemporary public administration. However, there has been only limited analysis of the social construction of performance by public managers who are subject to them. This article examines the ways in which public managers create, maintain, and disrupt performance management practices. The authors find that managers make external performance assessments perform for themselves by constantly negotiating boundaries in ways that combine bureaucratic and managerial rationales. The authors argue that the ways in which organizational boundaries are constructed are fundamental to understanding the success or failure of performance management systems and the transformation of managerial ways of thinking about performance into a logic of improvement through which contemporary public sector reforms become embedded.     

如何治理“滞胀”

金融危机后,我国经济面临着诸多新问题,其中包括"滞胀"风险。"滞胀"的成因包括国际商品市场上原材料价格上涨、经济结构转型成本上升等因素。在我国传统的调控体系中,由原材料、能源价格上涨引起的"滞胀"可以通过降低工资来应对,但工资上涨恰恰又是诱发我国"滞胀"的原因之一,而且工资上涨将是中国今后相当长一段时期内的常态。因此,如何从供给出发,降低生产成本、交易成本以消除企业成本上升给经济带来的影响就成为今后我国设计宏观调控政策必须解决的重要问题。     

公共价值认同何以影响绩效:理论框架与研究议程

"善治"是绩效治理的主要目标,在以公共价值为基础的政府绩效治理理论框架下,表现为以"政体"为中心、基于公共价值的政府绩效。"善政"是"善治"实现的前提,作为"善政"的重要方面,政府公共管理者的公共价值偏好及其与政府价值目标间的关系将会影响个体和组织绩效。本文以探讨"公共价值认同"与绩效的关系为研究问题,首先,在综述以往研究的基础上,提出并界定了"公共价值认同"的概念,认为"公共价值认同"包含"公共管理者个体价值偏好与集体价值偏好"以及"公共管理者集体价值偏好与政府价值目标"两个层次的一致性;其次,介绍了测量公共价值认同的方法;最后,提出四个未来研究假设。     

We’re Not all Happy Yet: Attitudes to Work,Leadership, and High Performance Work Practices among Managers in the Public Sector

This article explores the attitudes of male and female managers in the public sector toward high performance Human Resource Management (HRM) policies and practices, work, and organisational leadership, and compares these attitudes to those of managers in the private sector. It finds that female public sector managers are most positive about high performance HRM policies and practices. Male public sector managers are less positive than female managers in the public sector and male and female managers in the private sector across all the measures. Psychological contract theory suggests either the changes associated with high performance HRM policies and practices, or attempts to decrease the disadvantage felt by women in the public sector may have resulted in a sense of disadvantage among some men in the sector, and created a changed, more transactional psychological contract between these men and their organisation. Strategies are needed to reengage public sector men.     

代表人民的根本利益须认识和处理好三种关系

江总书记关于中国共产党要始终代表中国先进社会生产力的发展要求 ,始终代表中国先进文化的前进方向 ,始终代表中国最广大人民的根本利益的重要论述 ,是新时期党的建设的根本指导思想。这里 ,我联系自己的思想和工作实际 ,仅就“始终代表最广大人民的根本利益”谈点学习体会。我认为作为一个党员特别是党的领导干部 ,要体现当好最广大人民根本利益的忠实代表 ,必须正确认识和处理好三种关系。一、必须正确认识和处理好对上级负责与对人民群众负责的关系我们党代表的是中国最广大人民的根本利益 ,我们每个党员干部是为人民服务的公仆。因此 ,…     

Status and Power: The Principal Inputs to Influence for Public Managers

The authors identify status and power as the principal bases of influence for public managers and describe how managers can use this conceptual distinction to increase their influence. Status is defined as the degree to which one is respected by one's colleagues, and power is defined as asymmetric control over valued resources. Different social and relational processes govern (1) how people determine who is, and who ought to be, high status versus powerful and (2) how status and power affect individual psychology and behavior. To illustrate key points, the authors provide examples of individuals from the public sector and public service organizations. The framework of interpersonal influence gives practitioners behavioral strategies for increasing their status and power as well as a way to assess and diagnose interpersonal dimensions of their own performance in their jobs and careers.     

Unionization and Work Attitudes: How Union Commitment Influences Public Sector Job Satisfaction

This article explores whether union commitment dampens public sector job satisfaction. By examining the connection between union commitment and two workplace attributes that are presumed to be more prevalent in public sector workplaces—perceptions of higher red tape and greater public service motivation—this article develops three hypotheses exploring the direct and indirect relationships between union commitment and public sector job satisfaction. The findings from a series of structural equation models indicate that union commitment directly increases members’ job satisfaction, but it more prominently increases members’ job satisfaction indirectly by reducing perceived red tape and enhancing public service motivation.     

公共事物治理的困境及其克服

对公共事物治理向来有两派主张,政府派认为,由于公共事物的公益性及政府作为公共人的性质,由政府治理公共事物天经地义;市场派则认为,理性经济人的自利性及追求效益最大化会导致帕累托最优。因此,公共事物交由市场来治理能取得较高的效率。然而,目前两者都面临深深的困惑。仅仅靠某种单一的形式都是行不通的,必须建立多中心的、自主治理结构,实行广泛的公众动员和公众精神培养。     

论中国公共政策创新能力的提升策略

现代化进程中公共政策创新能力的提升必然是一项涉及各个构成要素的系统工程 ,但重点有四个方面 :塑造政策创新的能动主体 ,营造促进创新的社会环境 ,构建激励创新的制度结构 ,突破政策变迁中无效率的路径依赖问题。     

新时期加强保险企业工会工作的思考

随着保险业的持续发展壮大,行业日益激烈的市场竞争,员工队伍发展迅猛,迫切要求保险企业的工会组织加强自身建设,不断创新思想政治工作和企业文化建设,扩大工会组织的影响力,增强工会组织的吸引力、凝聚力,让其焕发出强大的生命力和战斗力,充分发挥工会联系广大员工群众的“桥梁”和“纽带”作用。     

How American Core Values Influence Public Policy: Lessons From Federal Aid to Small Business, 1953–1993

Why does the federal government provide aid for small business? This article contends that American core values are one of the sources of small business aid. Rather than taking the values/policy congruence approach of the national values school, it demonstrates a mechanism through which core values have influenced small business aid and through which core values likely influence other policies. The focus is on the processes of policy problem definition. While a role for core values in problem definition processes has been noted previously, core values have neither been a center of attention, nor have the various paths of values influence been linked. Analysis of the problems defined in the legislative histories of 39 systemically selected small business aid enactments, 1953–1993, shows avenues of values influence that have been under-appreciated or not appreciated at all.     

属地管理与基层自主性 ——乡镇政府如何应对有责无权的治理困境

属地管理作为一种行政管理体制,强调以地域来划分政府间责任,并赋予属地政府以一定的自主空间,以期实现守土有责的制度目标。对粤东Z镇的调查显示:基层治理中的属地管理更多地是一种责任落实与追究机制,并逐渐演变为上级职能部门甩锅推责的工具,乡镇政府由此陷入一种有责无权的治理困境。但属地高压下的乡镇政府能够充分发挥能动者的作用,发展出一套基于基层自主性的应对之策,其自主性主要体现在乡镇能够依据属地管理任务的事件属性来自主选择应对策略。基层自主性既是一种现实图景,也构成一种审视基层政府角色的分析视角,从而有助于理解权威体制与有效治理之间的张力,也有助于拓展“压力型体制”和“行政发包制”的理论解释力。     

Implicit Public Values and the Creation of Publicly Valuable Outcomes: The Importance of Work and the Contested Role of Labor Unions

The deep importance of work for families and communities means that discussions of public values and debates over public policies to create publicly valuable outcomes must not overlook work, the workplace, and the employment relationship. This article considers the range of public values on work and the options for creating work‐related publicly valuable outcomes. Labor unions feature prominently in the analyses because they are the most visible nonmarket institution for creating publicly valuable outcomes relating to work. Ultimately, however, there is no consensus on the desired public values about work or the best ways of fulfilling them. Rather, these are deeply contested issues rooted in contrasting frames of reference on work and the employment relationship, which makes the realization of publicly valuable outcomes challenging.     

从新公共管理到新公共服务——西方公共行政理论的最新发展

自20世纪80年代以来,新公共管理理论在西方国家“突破官僚制”的行政改革中,逐渐成为主导性的行政范式。但新公共管理理论对经济、效率、效能的片面追求,使得民主、公民权和公共利益等公共行政应有的价值观念丧失殆尽。在此背景下,一种新的公共行政理论———新公共服务理论应运而生了。它在肯定新公共管理理论固有价值的基础上,对其理论与实践中的缺陷进行了批判,努力构建一种以公民权利和公共利益为指向、顺应现代公民社会发展要求的新的公共行政范式。     

刑事和解:处理未成年人犯罪案件的有效方式

运用刑事和解处理未成年人犯罪案件不仅必要,而且可能:我国刑事立法一贯坚持以挽救为目的,为处理未成年人犯罪提供了前提;一些地区将刑事和解运用于未成年人犯罪案件,效果显著,起到了示范作用.运用刑事和解处理未成年人犯罪案件,既能保护耒成年犯罪镲人的权益,又能保护被害人的权益.运用刑事和解处理未成年人犯罪案件需注意的问题是:区分刑事案件的性质,确立社会参与原则,明确刑事和解适用的阶段及刑事和解的内容,建立有效的监督机制.     

Outsourcing Public Health Laboratory Services: A Blueprint for Determining Whether to Privatize and How

In a continuing effort to reform and reinvent the way public organizations do business, the outsourcing of services has become a popular tool, particularly as resource constraints limit options available to governments. All too often, the decision is made, for reasons of ideology or resource constraints, to outsource services without giving careful consideration to the impact of privatization on the core missions of an agency, or whether privatization, in fact, offers real cost savings. Purchasing tools designed for traditional commodity purchases are often grossly unsuited for making decisions on specialized technical services.
This article suggests a process for the evaluation of an option to outsource laboratory services. It suggests that, prior to contracting or privatizing services, the concerned agency should evaluate:
the impact on the agency's core mission
the availability, stability, and reliability of private sector service providers
the relative costs of internal and external (public or private sector) service providers
the potential impact on regulatory enforcement
the ability to monitor the performance of external providers
potential conflicts of interest
Based on this model, the ongoing internal evaluation of services offers public agencies management tools to obtain the best value for the taxpayer dollar, not only in terms of the raw cost per test, but also in managing the quality of the services.