论破产法上的数人管理人

管理人是否为数人应依不同情况而定。数人管理人可以满足破产法的公正价值和效率价值需求。在数人管理人的职务执行方式上,综合考虑各国不同的立法例,共同执行说、单独执行说与折中说均不妥当,也不宜完全自由协商,应该分别规定法定的共同执行事项与单独执行事项,其余事项方可自由决定。数人管理人的民事责任应该与管理人更换的情况相区别,以连带责任为原则,以自己责任为例外。     

绩效定义的探索性研究

目前还没有一个得到人们一致认可的绩效定义。本文在文献述评的基础上,运用BS法对绩效定义作了探索性研究。研究发现了绩效的目标、结果和因素等三个面相,揭示了绩效的指向性、存在性和可溯性等三种性质,总结出绩效的本质在于更加有效地向目标迈进,其核心问题是“做正确的事”与“正确地做事”,并在此基础上创建了一个在维持完整性和科学性的基础上保持更大限度的包容性和扩展性、更加具有解释力和预见力的绩效定义。     

死者生前债务法律处置初探

我国实行限定继承的继承制度,又采取的是直接继承的方式,在缺乏对继承人有效监督的情况下,对债权人的保护极为不利,有必要对继承人予以限制。死者生前和死后都可能达成债务承担协议,实现债务全部或部分转移。由此,极可能引发纠纷。这些问题又恰恰是法律所未规定或规定不全面而为司法实践所常见者。因此从解决实际问题出发,本文对此略作探讨。     

Holding on tight – NPM and the New Zealand performance improvement framework

The New Zealand Government's Performance Improvement Framework (PIF) is aimed at public sector organisational improvement. The PIF exemplifies how the characteristics of new public management (NPM) challenge the evolution of performance systems attempting to go beyond performance management. The paper provides an empirical example of the operation of the PIF, using a theoretical frame derived from the literature. The analysis suggests that the PIF design does not yet mitigate the effects of gaming, synecdoche, and reputation-protecting behaviour. The common graded ratings continue to hold the attention of those to whom the PIF is important, acting as a proxy for the whole performance of the organisation. This is a case study of how, despite promising adaptations, performance improvement efforts remain hampered by NPM limitations.     

Testing the Influence of Autocratic Leadership,Democratic Leadership,and Public Service Motivation on Citizen Ratings of An Agency Head’s Performance

Abstract

Research is lacking concerning the impact of leadership styles on citizen attitudes toward the performance of government leaders. To address this gap, an online experimental survey was conducted to determine the effect of leadership styles on respondents’ perceptions regarding a fictitious superintendent’s performance in a school district. The results demonstrate that democratic leadership practices enhanced the performance reviews of the superintendent, while autocratic leadership practices decreased them. Respondents’ level of public service motivation (PSM) was also found to have a positive effect on the superintendent’s performance ratings. Furthermore, democratic leadership style moderated the relationship between PSM and the performance ratings assigned by respondents. In particular, individuals with high PSM rated the performance of democratic leaders higher as compared to individuals with low PSM. However, autocratic leadership was not found to moderate the relationship between PSM and the superintendent’s performance. These results are thoroughly discussed in the paper.     

股权分置改革有效改善了公司绩效吗？——基于双重差分模型的估计

本文基于2004年到2008年上市公司样本数据,研究股权分置改革的政策有效性。考虑到股权分置改革的分批逐步推进特性,本文运用双重差分方法进行分析。研究结果发现,股权分置改革显著改善了公司绩效,总资产收益率提高了2．19％,并且股改具有一定的持续效应,股改当年总资产收益率提高了1．14％,股改后第一年进一步提高1．69％,但第二年开始股改政策效应减弱,在第三年甚至变为显著为负的影响。本文的研究对于认识股权分置改革的有效性及其长期影响有重要意义。