司法公信力视角下人民监督员制度的完善

人民监督员制度是检察机关为消除公众对自侦案件的质疑,主动引进公众进行监督的一种内部监督方式。因为整个制度设计均由检察院自主摸索,在实践运行中形式大于实质,所以其广受质疑。应正视人民监督员制度自身存在的公信力危机,从重点加强制度立法、提高人民监督员的代表性、完善选任程序、强化监督效力等方面予以改善。     

关于人民监督员制度的几点思考

人民监督员对检察院所办的"三类案件"和"五种情形"有权进行监督,但这种监督从性质上看,是属于来自外部的柔性监督。这就决定了其产生的作用和社会影响是有局限的。为了保障监督的公信力,对于人民监督员的选任模式,以多部门共同参与的选任模式为宜,将"平民化"和"专业化"相结合。但由于实施成本较高,应拓展监督的范围,以使人民监督员制度发挥更大的作用。     

我担任人民监督员的履职体会

笔者于2004年9月被选任为云南省人民检察院人民监督员,至今已5年有余。在担任云南省人民检察院一、二届人民监督员的实践过程中,笔者对人民监督员制度的认识不断深化,本文拟就担任人民监督员履职的体会和大家交流。     

浅谈人民监督员制度存在的问题及其完善

实行人民监督员制度对检察机关来讲,是实行民主监督、依法监督、群众监督、社会监督的基本要求。因此,实行人民监督员制度是十分必要的。特别是在新的形势下,检察机关面临的工作任务十分繁重,对检察干警要求特别的严格,如果没有外来的监督,往往对自身素质的提高、工作的开展都有不利的方面。为此,旨在通过对人民监督员既有制度的分析,来探讨进一步通过该项制度来完善自身监督的途径。     

论人民监督员制度的法理渊源、价值与强化

检察机关在办理职务犯罪案件中推行的人民监督员制度的初衷在于公正与民主，本文从人民监督员制度的理论来源、功能价值以及制度完善三个方面进行论述，以期为强化人民监督员制度提供有益的借鉴。     

干部选任制度改革中的分权实践

干部选任制度改革的一个鲜明特点是以选任过程中的适度“分权”替代高度“集权”的制度创新。这是对传统干部选任制度的一个重大突破,其历史进步性是把高度集中的选任权力,通过分权的形式扩大了人民民主,强化了对选任权力的制约和监督,成为从源头遏制腐败的有效措施。从人类政治文明建设的共性深化分权理论的研究,勇于探索和推进微观层面的“分权”实践,是我们深化政治体制改革和建设社会主义政治文明的必然要求。     

试论人民监督员制度的理论基础

人民监督员是强化检察机关外部监督制约机制、规范职务犯罪侦查权正确行使的重要举措。当前,关于人民监督员的问题,理论界有着较大的争议。其中,争议的焦点主要集中于人民监督员制度的理论基础是否坚实的问题。从民主监督理论、群众路线观点、法律基础、权力制衡与主权在民理论等四个方面入手对人民监督员制度的可行性进行了论述,具有一定的理论价值。     

人民监督员制度的理论新探——以公众参与与检察民主二者为切入

人民监督员制度是具有中国本土化特色、独具创造性、适合现实司法改革需要的针对检察机关的外部监督制度。人民监督员制度的产生、发展、现实运作及存在的问题均与中国各阶段的政治发展与政治改革密切相关。进一步扩大公众参与和具体落实检察民主是确保人民监督员制度有效、合理运作的基本前提条件。     

人民监督员制度检视与未来构建

人民监督员制度经过十余年探索,已经积累了丰富经验,但实际效果还不十分理想。这其中的根本原因在于人民监督员制度在我国总体上还是作为一种政治符号而存在,其制度本身所蕴含的内在功能尚未得到充分重视和发挥。因此,人民监督员制度的未来发展方向应当是走向真正的司法制度,使其兼具法制化和实效化两大要素。     

日本检察审查会制度之启示——兼与我国人民监督员制度比较

检察审查会制度是日本特有的刑事司法制度,承担着对起诉裁量权进行监督制约的功能,体现了司法民主化的理念.我国的人民监督员制度与之有相似之处,但二者在基本理念及具体制度设计上存在较大区别.本文从检察审查会制度的内容梳理人手,探求其对我国人民监督员制度发展完善带来的有益启示.     

The Forgotten Educator: Experiential Learning’s Internship Supervisor

Past studies have addressed the role of the university, student interns and, the faculty advisor; here, we attempt to fill in a missing piece of the experiential-learning process by examining the role and importance of the often overlooked internship supervisor. A survey was developed and distributed to 343 recent internship supervisors. Their responses show that many of these supervisors view internships as an important professional and educational experience. We argue here that the internship supervisor can maximize one’s effectiveness when operating within a strong college or university educational infrastructure facilitated by an engaged and competent faculty advisor. Our recommendations were discussed and confirmed by a focus group of experienced faculty advisors.     

Corrupt political jurisdictions and voter participation

An FBI investigation of county purchasing activities in the mid 1980s resulted in the conviction of 55 of Mississippi's 410 county supervisors. Analyzing data from the state's 1987 county supervisor elections and hypothesizing that candidates' demands for votes increase as the gains from holding public office increase, we predict larger voter turnouts in the 26 of the state's 82 counties where supervisor corruption was exposed. Holding constant average voter turnout in the preceding U.S. presidential election and controlling for the competitiveness of supervisor races, we find that more Mississippians indeed voted in corrupt than in non-corrupt counties.     

Taking a Closer Look at the Empowerment‐Performance Relationship: Evidence from Law Enforcement Organizations

This article examines the influence of empowering leadership practices on police officers' job performance, perceptions of managerial effectiveness, and unit performance. These relationships are examined using multisource survey data collected from 100 law enforcement managers, 446 of their subordinates, and 98 of their direct supervisors. The analysis shows that empowering leadership contributes positively to subordinate officers' job performance and unit effectiveness. Empowering leadership is also positively associated with subordinate but not with supervisor ratings of managerial effectiveness. Task‐oriented leadership, however, is positively associated with both subordinate and supervisor ratings of managerial effectiveness. Implications of these results for managerial leadership in law enforcement organizations are discussed.     

Sexual Harassment: The Nexus Between Gender and Workplace Authority: Evidence from the Australian Public Service

Sexual harassment in the workplace is commonly portrayed as the male supervisor harassing female subordinates. Within this popular characterization, the unequal distribution of formal, organizational power is believed to be a necessary precondition for sexual harassment. The traditional cultural image of harassers and targets has however not kept pace with changing workplace realities. Research has indeed found that female supervisors may in fact be more likely to be subjects of sexual harassment. This article uses survey data from the Australian Public Service to explore this kind of contrapower harassment. Results indicate that a strong link between gender, workplace authority, and sexual harassment exists, but also that this relationship is strongly influenced by age.     

Examining the nexus between situational factors and job performance through the mediating role of work engagement and self-efficacy

The situational perspectives theory of job performance is a fundamental aspect of organizational and managerial psychology. Consequently, there is growing interest in conducting additional research to assess situational factors and job performance through the theoretical frameworks of social learning and social exchange theories, which are seldom applied in these domains. The data has been collected from 365 employees working in Pakistan Telecommunication Company Limited (PTCL). It was found that supervisor support stimulates job performance. It is also deduced that self-efficacy mediates the relationship while work engagement does not mediate the relationship between supervisor support and job performance. The situational perspectives theory of job performance provides a supportive framework for the development of PTCL employees. This work should be of interest in the area of situational factors and performance improvement. This study is one of the very few studies conducted to empirically assess the influence of situational factor on performance through the mediating role of work engagement and self-efficacy.     

声誉机制对我国社会保障基金投资管理人的激励效应

全国社会保障基金理事会的投资管理地位已经确立,那么它就与其投资管理人形成了委托-代理关系。根据博弈论可知,若企业家只是重视短期利益,不注重其自身的声誉,在短期内可能获得最大化利润,而从中长期看来却不能。若建立有效的投资管理人声誉机制,则可以解决投资管理人个人收益函数与全国社保基金会的利益函数不一致性的问题。在Meyer和Vickers所建立的声誉机制模型的基础上,把声誉机制引入我国的社会保障基金的个人账户投资领域,进一步研究其对我国个人账户基金投资管理人的激励和约束作用,建立了基金投资管理人声誉机制模型,说明了声誉机制对全国社会保障基金理事会在激励投资管理人方面发挥的重要作用,并为更好地发挥该机制作用提出了几点建议。     

我国警察权力观的反思与重构

警察权力观是人们关于警察权力的认知、评价和情感体验,是人们在对警察权力理解的基础上所形成的意向和决策思想,警察权力观如何在很大程度上制约和影响着警察权力在实践中的运用和行使。受制于传统文化理念、行政体制等因素影响,我国传统警察权力观不可避免或多或少地烙上人治、专制、等级等印迹,严重影响和制约了和谐社会的建设。因而,对其予以反思、梳理和革新,建构符合现代法治要求的,具有人权保护、法律至上、自然正义等新型警察权力理念,就显得非常必要和富有现代价值。     

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.     

警察公关礼仪与警察形象的塑造

在现代社会中,任何一个社会组织都要处理好与自身发展密切相关的内外公众关系,树立良好的组织形象。充分重视和发挥公关礼仪的功能和作用是警察组织的形象塑造的一个重要方面。本文对警察公共关系工作中礼仪的功能、原则、意义和养成等方面进行了探讨。认为公共关系是一门塑造形象的艺术,人民警察外在的行为、举止等表现,在人民群众心目中形成的形象、地位、信任和支持程度构成了人民警察的形象。而公关礼仪正是塑造形象这一艺术的起点。     

Breaking Through the Glass Ceiling: Social Capital Matters for Women’s Career Success?

This study examines the relationship between social networking as a potential upward mobility strategy for women and their career advancement. The federal data from the 2007 Career Advancement Survey (CAS) were analyzed using ordered logistic regressions and OLS multiple regressions. The results showed that having a supportive supervisor and/or mentor was positively related to the likelihood of being appointed to critical roles and being assigned important work, while having important contacts was positively associated with temporary promotions. In addition, engaging in professional and formal networks showed a marginally positive association with work assignment. Gender congruence in supervisory dyads was positively associated with role assignment. The findings regarding gender differences in relationships reported a stronger positive relationship between having a supportive supervisor and/or mentor and temporary promotions for women than for men. Women were more likely to be temporarily promoted than men when they have a supportive supervisor and/or mentor. Women who have a female supervisor were more likely to be temporarily promoted and to be assigned critical roles than men or women who have a male supervisor.