Do leaders matter? Chinese politics,leadership transition and the 17th Party Congress

The opaque nature of decision making in China has generated considerable interest in the internecine machinations of elite politics. Particularly, but not only, when it comes to issues of leadership transition, considerations of factional formation and conflict come to the fore. This is partly to explain the transition process itself, but also out of concern for how new leaders might change the direction of Chinese policy. This paper suggests that whilst leaders and leadership changes do matter, they matter less than they once did. This is partly a result of the de-ideologicization and increasing diverse nature of elite interests and group formation. But it is also partly a result of the changed nature of China's political economy; in short, there is less desire and less ability for new leaders to impose a clear paradigm shift.     

试论服务理念视角下的政府电子税务

电子税务是各级政府推行电子政务的一种体现,其宗旨是利用信息技术提高税收征管水平,降低征纳税成本,改善税收环境,为纳税人和社会各界提供优质的税收服务。它的实现方式是利用一切现有信息技术,打造全方位的一体化电子服务平台,不断提升服务质量和水平。从本质上,电子税务彰显了现代政府管理中的服务理念。本文从服务理念的角度就政府实施电子税务如何为纳税人服务、为税收管理服务、为基层服务、为机关服务、为领导决策服务等提出对策和建议。     

浅论党建的理论创新

党建理论的创新发展是中国共产党始终保持先进性的关键,理想信念坚定与否是历史对共产党人的检验。马克思主义执政党的本质就是与时俱进,执政为民,为社会发展和人类进步做出贡献。     

正确理解坚持党的领导与独立行使检察权

＂党的领导＂和＂检察权＂本是分属不同领域的两个概念,前者属政治范畴,后者属法治范畴。在当前中央提出建设和谐社会的语境下,找到平衡二者的契合点,正确处理好两者之间的关系,努力构筑新形势下＂党的领导＂与＂检察权＂之间的和谐关系,无论对于巩固党的领导、促进检察工作,还是理顺司法改革,推动法治进程,从而推动和谐社会的发展,都将大有裨益。本文从＂党的领导＂和＂检察权＂的含义、两者之间的关系、坚持党的领导与独立行使检察权的关系、检察机关如何处理与地方党委的关系等方面进行了分析阐述。     

试论现代领导思维创新

在现代社会条件下，由于领导活动具有环境的复杂性、对象的多变性和空间的广阔性等特点，现代领导者的思维必须具有全局性、前瞻性、创造性等特征，才能担当起建设中国特色社会主义的历史重任。领导思维创新的基本思路是从封闭走向开放，从静态走向动态，从一维走向多维。领导思维创新还必须正确处理全局与局部、当前与长远、继承与创新等关系。     

FAMILY COURT IMPROVEMENT AND THE ART OF GRANTSMANSHIP: A JUDGE'S PERSPECTIVE

Many American courts face funding obstacles as they try to create and implement unified family court processes that have not been part of the traditional family court adversarial process. To create new staff positions, build and equip adequate facilities, and create and implement innovative programs, grant funding may be available to supplement what local and state governments provide. While social science research confirms that children are adversely affected by exposure to high‐conflict family litigation and domestic violence, many communities have few affordable and available resources to address these issues. This article presents lessons and principles that one court learned as it applied for a grant to design programs for high‐conflict families and families with domestic violence history.     

健全党组织领导的充满活力的村民自治运行机制

如何"健全党组织领导的充满活力的村民自治机制",是推进农村政治建设、完善农村自治制度的一项重大课题。笔者认为,当前要在领导机制、工作机制、决策机制、监督机制和村民民主法治意识培养机制等方面着力推进。     

Evaluating the impact of repeated leadership targeting on militant group durability

ABSTRACT

The effects of repeated leadership targeting on militant organizations have been little discussed and quantitatively assessed. This research undertakes to assess the policy’s effectiveness by account for targeting policies’ repeated nature. Analysis of 207 militant organizations between 1970 and 2008 finds that repeated targeting can hasten a group’s demise, but quadratically. While initial targeting interventions actually increase a group’s resilience, a series of successive attacks significantly reduces their survivability. This effect is particularly significant for young organizations. The findings suggest that for targeting to be effective, patience and repeated interventions are required; it is erroneous to conclude its effectiveness based on a single intervention result.     

A Helping Hand? The Moderating Role of Leaders' Conflict Management Behavior on the Conflict–Stress Relationship of Employees

Interpersonal conflict between colleagues within organizations negatively affects employee well‐being (e.g., stress). It is unclear how leaders' third‐party conflict management behaviors influence the relationship between employee conflict and well‐being. In this study, we examine the effects of leaders' perceived conflict management behaviors on the relationship between relationship, task, and process conflicts and the conflict‐related stress (as a measure of well‐being) that employees experience. We tested our expectations using a survey of 145 employees of an insurance company in the Netherlands. The results confirmed our expectations that the perception that leaders engaged in third‐party forcing behavior and avoiding behavior amplified the effects of conflict on conflict‐related stress. Furthermore, we found that leaders' third‐party problem‐solving behavior had a buffering effect on the association between relationship conflict and conflict‐related stress. Theoretical and practical implications are discussed.