县域社会违建执法的组织形态与治理绩效辨析

县域社会违建执法需要一定的组织载体,但在不同农村类型中,体制层面执法资源配置不均和社会层面违建个体情境差异共同塑造了不同类型的政府执法组织,并产生不同治理绩效。在城中村,正式化执法组织具备常规执法权且执法密度大,虽能够强化执法效果,但在执法过程中始终存在政府与征拆居民的利益博弈;在城郊村,正式化与半正式化相结合的执法组织有助于强化政府执法力量和权威,但受信息制约和人情关系影响容易产生灰色利益空间,进而侵蚀执法目标;在远郊村,半正式化执法组织本身没有专业执法权,政府常在一定时期内通过组织动员手段来补强执法力量,但执法绩效具有不稳定性。三类农村违建执法组织的治理绩效差异,反映出国家法律在县域城乡社会落地的非均质性。     

“互联网+政务服务”的绩效评估与问责体系构建

“互联网+政务服务”的深入推进,需要评估和问责体系为其提供制度支持。“互联网+政务服务”评估的价值标准是价值理性和工具理性的统一,内容构成兼具组织价值、经济价值和社会价值,评估指标选择应从政治支持、信息透明度、可量化程度、评估目的、评估的开放性以及制度化水平等六个方面综合考量。“互联网+政务服务”的问责机制包括公民参与的社会问责,基于政务运行管理的行政问责,面向项目评估的绩效问责等三个方面。“互联网+政务服务”的评估与问责密切联系、互为条件,从确立以公众满意度为中心的评估问责导向、加强评估与问责的主体和内容的整合、完善评估问责的制度化建设等三个方面着力,推动两者之间的制度协同,形成相互促进的互动态势。     

预算绩效标准设置及应用:国际经验与中国现实

绩效标准作为绩效指标的参照物,体现了绩效判断的方向,是全面实施预算绩效管理的重要核心命题。作为一个中间性的指标,绩效标准在预算管理过程中的应用较为分散,且其设置及应用对具体项目或领域具有较高的专业性要求,故而如何设置绩效标准、如何保证绩效标准的有效应用等问题,尚未得到系统回答。本文结合国际经验,就绩效标准设置的基本因素进行了探讨,并分析了绩效标准在实践中三种具体应用形式。     

违约救济的多种模式以及我国的选择

在违约救济领域存在着多种模式,理论上较为完善的有大陆模式、英美模式以及国际模式三种。我国在借鉴的过程中,不仅要分析这些模式本身的利弊,还要考虑自身的条件和需求。鉴于大陆模式更有助于培养诚信意识、建立交易秩序并且对法官的依赖较少,所以应当成为我们主要的制度渊源。     

政府职能转变中绩效评估的工具作用

理论上,政府职能转变可以从狭义和广义两方面进行理解,党的十八届三中全会通过的《中共中央关于全面深化改革若干重大问题的决定》为解读政府职能转变提供了经典的范本。宏观层面的政府职能转变总体比较顺畅,在微观层面,政府职能转变的困境既有客观的因素,也有主观的原因。在内容上,职责不明、关系不顺的问题大量存在。运用政府绩效评估是促进政府职能转变的重要方法工具。政府绩效评估可以提供战略性的导向机制、操作性的了解机制和确定性的责任机制,有助于推动政府职能转变。     

Correlation Between Employee Bonus and Company Performances＂ FTSE TWSE Taiwan 50 Index Companies

In addition to examining the efl＇ect of employee compensation tools on its financial report, a public company should evaluate whether such tools could also retain or attract talent that can strengthen its competitiveness. This research aims to study how an employee reward system could impact on a company＇s performance, and develop a theory on how enterprises choose their employee reward plan. Taking into consideration that there is a lack of agreed objective of an employee reward plan, this paper attempts to evaluate the need for an employee reward system and its effectiveness from the perspective of how a system is implemented. In order to explore the relationship between an employee reward system and company performance, this research will compare in total the performance of 80 companies between 2002 and 2012：50 of them are from the FTSE TWSE Taiwan 50 index that have a reward system and the other 30 are also listed companies but without a structured reward plan in place. The findings include that companies with an employee reward system generally perform better than those without one, and this is especially the case for those implementing a single employee bonus system than those with multiple systems. It is found that the employee reward tools can have a positive impact on a company＇s performance, particularly employee cash dividends and employee shares and bonuses.     

Performance Appraisal and Its Use for Individual and Organisational Improvement in the Civil Service of Ghana: The Case of Much Ado about Nothing?

Recent efforts to modernise public sector institutions have led to the adoption of performance management systems worldwide. The belief in performance management is that information generated can be used to help individuals improve themselves in terms of what they do in their organisations, which will subsequently impact positively on the organisation. An instrument for collecting performance information (PI) is performance appraisal (PA). Since the early 1990s, the Ghanaian government has attempted to develop a systematic appraisal system as a strategy to obtain PI in the civil service (CS). In spite of this, the CS continues to perform below expectations despite individuals getting promoted every year. What has been the effect of PA in the CS? How has the collected information been utilised to improve performance? What are the main barriers to the use of PI, and what practices can be put in place that might encourage the effective collection of PI and its use in the CS? We argue that the PA system is much ado about nothing. In analysing why this is so, we will look at the impediments that continue to affect the collection and usage of PI and to suggest ways that will help improve the system. Copyright © 2015 John Wiley & Sons, Ltd.     

国际合同法上的实际履行制度研究

实际履行是合同法中一项重要的违约救济制度。考察实际履行的性质以及在两大法系国家合同法中的地位,实际履行在1980年《国际货物买卖合同公约》中的具体体现和特点,研究该制度在公约之后的发展趋势,有助于进一步完善中国的实际履行制度。     

国有企业中高层管理者政治品德结构实证研究

本研究以130名管理者为样本,结合定性和定量研究方法,探讨了国有企业中高层管理者政治品德的结构。研究发现国有企业中高层管理者政治品德主要包括民主、忠诚、有作为、廉洁守法等四个维度。中高层管理者的政治品德结构对领导绩效有正向显著影响,其政治品德如何是影响中高层管理者业绩的重要因素。中高层管理者的政治品德需要重点培养提高。