How Much Is Really Known About the Meaning of the Term “Conflict of Interest”?

Often codes of ethics require dealing with conflict of interest (CoI) without defining the boundaries of the phenomenon. In this case, CoI recognition is left to the discretion of the individual. The aim of this work is to answer to the following research questions: How much is really known about the meaning of the term CoI? Do individuals share the same CoI definition? In order to address these questions, we use the results of a questionnaire administered to 86 Italian public sector employees during some training courses on conflict of interest and corruption. The choice of this sample is particularly significant in that the Italian regulation provides for all public employees a code of conduct that requests avoiding, or at least disclosing, the CoI without prior definition of the meaning of the term. The results of our analysis show that public employees are uncertain about or come to different considerations of what CoI is and is not; consequently they deal with it in different ways. Thus, codes of conduct and ethics trainers should direct more attention on CoI definition, providing examples to facilitate its identification and resolution.     

Contractual Conditions,Organizational Level,Dimension of Organization,and Work Conflict as Potential Predictors of Job Stress in Public Administration

Job stress is a pervasive problem for employers in the 21st century economy, making it a timely and important topic in organizational settings. The variables influencing job stress are numerous and consequently it may be analyzed from different perspectives, but the root is primarily physical and psychosocial. This study specifically explores three physical sources of job stress—contractual condition of work, organizational position, and dimension of organization—and of one psychosocial source—work conflict. A survey instrument was used to collect information from regional Public Administration employees of South Italy. Data from 1,130 respondents were analyzed. Statistical correlations and hierarchical regression showed that contractual condition of work, organizational position, organizational dimension, and work conflict were all predictive aspects of job stress.     

农民合作行为中的惩罚机制及其实践基础研究

本文引入类型化的视角,对农民合作行为中惩罚机制进行研究与探讨,并考察合作行为中惩罚机制形态、处罚实施主体、惩罚手段以及惩罚机制发生的社会基础。研究发现,在社会关联度较高的村庄之中,村民多群体性地运用软性惩罚的方式对合作行为中的搭便车者进行惩罚;在社会关联度中等的村庄,村庄社区内可能以群体也可能通过单个强互惠者以情、面子来对搭便车者进行惩罚,但由于村庄内规范的约束力降低,其效果往往不及前者;在社会关联度较低的村庄则只能够以个人为单位,或以牺牲自己利益或引入混混来惩罚搭便车者,这种刚性的惩罚方式对合作行为中的搭便车者进行处罚,虽然可能有效,但其惩罚需要支付高昂的成本与代价。     

论中国特色社会主义文明体系的形成和发展

从我国改革开放初期开始,邓小平就多次强调,我们要建设的社会主义国家,不但要有高度的物质文明,而且要有高度的精神文明,两个文明都搞好,才是有中国特色的社会主义。随着中国经济社会的改革发展,以江泽民为核心的第三代中央领导集体提出了"政治文明"建设的思想。进入新世纪,根据我国经济社会发展的客观要求,以胡锦涛为总书记的党中央提出了"社会文明"与"生态文明"的思想。这样,中国特色社会主义文明要素由"两大文明"要素发展到"五大文明"要素。中国特色社会主义文明要素的相互影响、相互作用,推动实现中华民族伟大复兴。     

人工智能算法可专利性探析——从知识生产角度区分抽象概念与具体应用

人工智能算法的客体属性是人工智能技术可专利性问题的核心。根据方法发明专利保护的发展历史可知,方法可专利性判定的原则应当是考察权利要求作为一个整体是否构成对抽象概念的具体应用。同时,历史的经验还表明,目前主流测试标准的实质要求均只构成该原则的充分不必要条件。具体适用该原则时,相比于已有区分标准,从知识生产的角度能够更有效地界分抽象概念和具体应用。根据这一标准,人工智能算法属于对抽象概念的具体应用。这样,人工智能技术的可专利性问题就转化为对抽象概念实际应用程度的阈值设置问题。鉴于行业发展现状、专利法的立法目的、我国现阶段的战略规划和法制环境,应当给予人工智能算法专利保护。     

论网络青年公益组织的发展——基于广州市B组织和W组织的对比

网络青年公益组织是指在法律规定的范围内,利用互联网信息技术,以青年人发起,用无偿或优惠条件向青年人提供服务的社会组织。作为一种新兴的公益形式,此类组织在发挥重要作用的同时,也面临政策监管不到位、运营人才缺乏、专业化程度偏低、自我造血功能不足、资金链短缺等共同困境。对比分析B组织和W组织的运行成效,从"内部流程""学习成长""顾客满意度"三个指标来看,B组织的运行更规范、成效更明显、满意度更高。究其原因,B组织的造血能力更强、人员结构更合理、人员分工更加专业、产品运行模式更具有吸引力。为进一步提升网络青年公益组织的运行成效,应发挥好政府层面的政策支持与引导作用,强化组织自身的自我赋能与自我管理,强化社会监督与营造良好氛围。     

Disruptive innovation and R&D ownership structures

Public Choice - This paper provides a theoretical explanation as to why breakthrough innovations seem to be possible only within capitalist economies (Kornai in Dynamism, rivalry, and the surplus...     

浅议监管型国家中的行政法规范解释

“监管”是现代国家为了应对市场失灵而发展出的政府治理模式.在监管国家的背景下,行政法解释权的分配以及解释的“背景规范”也产生了相应的变化.美国背景规范转变理论的社会、政治环境与中国迥异,不宣直接适用,但是其精神却值得借鉴:利用政府反映民主,增进个人自治、福利与平等,并且下放权力,保障市场的灵活性、适应性与生产潜能,最大...