我国妇女农地权利法律制度运作的实证研究与完善路径

在我国,保护农村妇女土地权益具有重要意义,但调查研究表明,农村妇女土地权益频受侵害,土地承包经营权并未得到充分的保障。造成这种状况的主要原因:一是我国立法上对"男娶女嫁"婚嫁方式可能损害妇女土地权利的认识不足;二是法律、政策的相关规定互相矛盾;三是立法上对妇女权益法律保护的效果适得其反;四是法律规定过于原则,操作性不强;五是当村规民约侵害妇女土地承包权益时,缺乏有效的法律救济途径;为此,应当有效化解政策、法律之间的冲突,完善细化法律规则,在立法和执法过程中引入社会性别视角,加强对村规民约的法律审查,消除制度歧视。     

Profiling the mobile customer – Is industry self-regulation adequate to protect consumer privacy when behavioural advertisers target mobile phones? – Part II

Mobile customers are increasingly being tracked and profiled by behavioural advertisers to enhance delivery of personalized advertising. This type of profiling relies on automated processes that mine databases containing personally-identifying or anonymous consumer data, and it raises a host of significant concerns about privacy and data protection. This second article in a two part series on “Profiling the Mobile Customer” explores how to best protect consumers’ privacy and personal data through available mechanisms that include industry self-regulation, privacy-enhancing technologies and legislative reform.¹ It discusses how well privacy and personal data concerns related to consumer profiling are addressed by two leading industry self-regulatory codes from the UK and the U.S. that aim to establish fair information practices for behavioural advertising by their member companies. It also discusses the current limitations of using technology to protect consumers from privacy abuses related to profiling. Concluding that industry self-regulation and available privacy-enhancing technologies will not be adequate to close important privacy gaps related to consumer profiling without legislative reform, it offers suggestions for EU and U.S. regulators about how to do this.²     

Where is public affairs going?

This paper suggests the future direction in which public affairs practice is developing and advances a number of propositions about public affairs and political systems which provide the context in which public affairs practitioners operate. The paper examines the changing nature of the political systems in which public affairs functions and argues that, by inference, public affairs practice is culturally specific. The paper explores these contextual issues from both a European and a global perspective. The paper argues that an understanding of public affairs should be recognised as an essential element on management teaching syllabi and laments the fact that this is far from the case. Copyright © 2001 Henry Stewart Publications     

HRM: Performance Relationship: Need for Further Development?

The last decade of empirical research on the HRM value additions, also known as the “HRM and performance” debate, demonstrates evidence that HRM does matter (Huselid, 1995 Huselid, M. 1995. The impact of human resource management on turnover, productivity and corporate financial performance. Academy of Management Journal, 38(3): 635–672. [Crossref], [Web of Science ®] , [Google Scholar]; Guest et al., 2003 Guest, D.E., Michie, J., Conway, N. and Sheehan, M. 2003. Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41(2): 291–314. [Crossref], [Web of Science ®] , [Google Scholar]; Wright et al., 2003 Wright, P., Gardner, M. and Moynihan, L. 2003. The impact of HR practices on the performance of business units. Human Resources Management Journal, 13(4): 21–36.  [Google Scholar]; Rehman et al., 2010). Unfortunately, the relationships are often statistically weak and the results ambiguous. This article reviews and attempts to extend the theoretical and methodological issues in this debate. Its aim is to build an agenda for future research in this area. A brief overview of achievements to date is followed by the theoretical and methodological issues related to what constitutes HRM, what is meant by the concept of performance, and the nature of the link between these two. In the final section, it is argued that research designs should start from a multi-dimensional concept of performance, including the perceptions of employees, and build on the premise of HR systems as an enabling device for a whole range of strategic options. This implies a reversal of the strategy-HRM linkage.