浅析当前公职人员经济犯罪的心理特征及法律控制对策

公职人员实施经济犯罪行为 ,是其特殊的心理动机所支配和驱使的 ,只有认清和把握这些心理状态 ,并建立起完善的防范和矫治经济犯罪心理的法律控制体系与制度 ,才能从根本上对经济犯罪行为的滋生和扩张做到防患于未然 ,及时有效地预防和制裁经济犯罪 ,警示具有潜在经济犯罪心理意识的其他公职人员 ,健全完善廉洁自律的法治体系。     

What is wrong with job security?

Most Western studies into motivation suggest that public servants are prosocial. Moreover, scholars suggest that a desire for external rewards, like pay and job security, may crowd out prosocial proclivity. However, recent studies from non‐Western contexts provide mixed results about the actual drivers of public servants' motivation to seek and retain public sector employment and perform their duties. To advance the development of theory regarding motivational dynamics of public servants in developing countries, we examine how pursuing external rewards impacts public service motivation, job satisfaction, and turnover intention among public servants in Kazakhstan (n = 627), a developing former Soviet republic that has been subjected to various waves of personnel reform. Our quantitative and qualitative data show that a desire for job security relates positively to public service motivation and job satisfaction, whereas a desire for monetary rewards correlates negatively with public service motivation and positively with turnover intention. We conclude with the implications for theory and practice.     

虚假会计原始凭证的司法识别

经济犯罪与传统的刑事犯罪不同，一般没有犯罪现场可供勘查，其经济犯罪行为往往隐藏在大堆的财务会计资料中，而虚假原始凭证是会计信息失真的源头，是滋生各类经济犯罪的温床。因此，从大量的财务会计资料中识别虚假记账凭证，对案件的顺利侦破起着十分重要的作用。     

追偿权的行使——从雇主责任的角度分析

当前,雇员侵权行为广泛存在,法律对其的规制体现在雇主责任制度上,雇主的追偿权只在《人身损害赔偿解释》中做了相关规定。基于司法实践的操作,应当推行雇主追偿权的法定化,雇主在承担了雇员致他人损害的赔偿责任后,在符合一定条件的情况下,得以向雇员进行全额或部分份额的追偿。因此,划分雇主和雇员之间的责任份额是重点,通说认为应当综合考虑雇主因侵权行为所受的实际损失、双方的收益和经济状况、双方的过错程度等三个方面的因素。对雇主追偿权的合理规定,可以平衡雇主和雇员双方的利益,从而有利于双方之间的和谐及社会的稳定。     

解决中国就业问题的宏观层对策

近年来中国就业问题变得越来越复杂.巨大的就业压力已成为中国当前和今后经济社会发展中一个十分突出的问题,并成为制约中国经济发展和社会稳定的重要因素。 本文结合中国国情,提出一些解决就业问题的宏观层对策和建议。     

Effects of organizational change on managerial trust in the context of employee buyout in India

Tea gardens face a threat of closure. Due to labour problems and pricing mechanism, Indian tea companies are unable to perform well on the global scene. The case of Tata Tea plantations in South India has been taken for this research study. An employee buyout strategy is introduced in a select number of tea estates. Results prove unfruitful initially. However, employees agree with this idea with a fear of loss of job. The new strategy turns out to be a success. The relationship between organizational change and managerial trust in the context of employee buyout is studied. A questionnaire is administered upon a sample of 100 respondents. Results are shown as a table. The article concludes by citing key issues for a successful buyout programme.     

The Influence of Perceived Confidentiality Risks and Attitude on Tanzania Government Employees’ Intention to Adopt Web 2.0 and Social Media for Work-Related Purposes

Studies show that there are many benefits of using Web 2.0 and social media in governments. However, the factors influencing government employees‘ adoption of these technologies are not well known. In this paper, the Unified Theory of Acceptance and Use of Technology (UTAUT) was integrated with two constructs, namely, perceived confidentiality risks (PCR) and attitude (AT) in order to investigate the factors influencing adoption of these technologies among government employees. The sample consisted of 600 usable responses collected from Tanzania Government Employees. To analyze the data, Structural Equation Modeling was used. Both PCR and AT were found to be influential.     

论大学生的劳动者性质——以“洋快餐兼职事件”为例

在洋快餐兼职的大学生应当具有劳动者身份。在实定法上,虽然《关于贯彻执行〈中华人民共和国劳动法〉若干问题的意见》似乎否认了这种劳动者资格,但通过条文的学理解释可以发现,真正的结论并非如此。在劳动法理论上,以大陆法系和英美法系的劳动者身份判定标准来检测,也可以认定兼职大学生的劳动者身份。从社会利益衡量视角看,否认大学生的劳动者资格并无公益上的立足点,且造成了劳动力市场的不公平竞争,因此兼职大学生的劳动者资格应当得到承认。     

How Filipina Maids Are Treated in Hong Kong—A Comparison Between Chinese and Western Employers

This study compares Chinese and Western employers in Hong Kong in terms of their treatment of Filipina domestic helpers in four major areas: atmosphere of work environment, consideration, social psychological distance, and personal space. The data were based on in-depth and structured interviews, mainly with Filipina helpers who have served both types of employers. A few Chinese and Western employers were also interviewed. The findings indicate that the Filipina maids, in general, are more satisfied with their Western employers, who tend to provide them with an easier and more comfortable work environment; are more considerate; are more likely to treat them on equal terms; and to allow them more personal space. Within group variations in the treatment of maids are greater among Chinese employers than Western employers. This means that, in terms of the treatment of Filipina maids, Western employers in Hong Kong are more homogeneous and tend to concentrate on the positive side, whereas Chinese employers are more diversified.