“不知法律不免罪，事实错误可辩护”——事实错误与法律错误的区分及认定处理

"不知法不赦"已经成为一种过时的原则.事实错误是对构成要件的客观要素上的主观认识与现实的不一致;法律错误是在对事实没有发生认识错误的情况下,对自己行为的法律评价发生错误认识.对刑法中规定的时间、地点、年龄的认识错误,以及"淫秽性"、公务行为的合法性、财物的他人性等的错误认识,均属于事实错误,事实错误可以阻却犯罪故意.国家推定公民都是知法的,除非被告人能够证明其法律错误具有不可避免性,否则,法律错误不能阻却故意.     

结果加重犯刑事责任根据及其合理性问题探讨

本文从结果加重犯的刑事责任根据的分析入手来探讨结果加重犯刑事责任的合理性问题。本文作者认为 ,在立法上应消除对加重结果既包含故意又包含过失的结果加重犯类型 ,同时合理确定结果加重犯的法定刑。     

西部基层农业科技人员离职倾向的实证分析——以陕西省为例

西部基层农业科技队伍存在潜在的不稳定性。在对农业科技人员的调查中,运用累积Logistic模型分析了个体特征、与工作相关的因素以及外部经济环境对基层农业科技人员离职倾向的影响。研究发现工作年限与离职倾向存在负相关,而学历和当地农业发展状况与离职倾向存在正相关。从政府干预的角度讲,与工作相关的变量是可以直接控制的因素。     

Teacher Turnover in the Context of Teacher-Directed Violence: An Empowerment Lens

ABSTRACT

Teacher turnover is a significant issue in education that negatively affects students’ academic performance and instructional continuity. While multiple factors impact turnover, the effects of violence directed against teachers on turnover have rarely been explored. The current study examines the extent to which (dis)empowerment applies to teachers who experienced incidents of violence and related intentions to leave their positions. The study includes 403 teachers from a national survey examining teacher-directed violence and teachers’ most upsetting experiences with violence. Using content analysis, results indicated teachers endorsed low levels of empowerment dimensions including status, autonomy and decision-making, and impact. Further, disempowerment was associated with turnover intentions and decisions. Future directions for research, practice, and policy are considered to increase empowerment and prevent turnover following incidents of violence.     

Exploring turnover intent correlated to jail and prison officials: A Taiwanese perspective

Although a review of literature related to turnover intent in the correctional workplace has focused primarily on prison officers, jailers have frequently been overlooked. Specifically, a comparison between jail and prison officers’ perceptions in Taiwan is limited. In order to fill the gap, our study was based on three objectives: (1) surveying Taiwanese correctional officers who experienced the “get-tough-on-crime” policy during the early 2000s, (2) testing for differences in turnover intent between jail and prison officers, and (3) examining personal and workplace environmental factors in order to determine whether distinct turnover intent exists among prison and jail officers. A self-report survey administered to 799 Taiwanese correctional officers (with an adjusted response rate of 89%) demonstrated that jail and prison officers had moderately high levels of turnover intent with no significant difference. When turnover intent correlates were further examined, job dangerousness, organizational harmony, and commitment were significant predictors for both prison and jail officers, thus suggesting that environmental factors have the most robust impact. In terms of personal characteristics, tenure and position were significantly related to prison officers’ turnover intent. Conversely, age represented the significant factor among jail respondents.     

Turning off jail turnover: do generational differences matter?

Reducing turnover in America’s jails is a significant fiscal concern and a serious organizational challenge. When determining how to improve retention, the private sector has been influenced by the literature on generational relevance. To explore whether similar cohort-driven motivators might be productively directed toward reducing jail turnover, the application of generational relevance theory to jails was empirically tested. To assess the impact of retention-related variables on various age cohorts working in America’s jails, a national survey was administered to jail staff throughout the country. Results indicate that less than half of the variables included in the analysis reached levels of statistical significance when analyzed by generational cohorts, and even among significant variables, over one-third were age-driven by nature. Although the findings do little to advance the cause of generational relevance theory, they are not without merit for jail administrators seeking to reduce turnover, pointing toward the universal appeal such intrinsic factors as treating people fairly, creating a positive work climate, and assuring that employees are listened to, have input, and are recognized, respected, and appreciated. Essentially, results indicate that reducing jail turnover is more likely to be a product of initiatives that are generically requisite than generationally relevant.     

我国食品安全法中的惩罚性赔偿之解读

“退一赔十”是对我国食品安全法所规定的惩罚性赔偿责任的误读。我国食品安全法中的惩罚性赔偿适用的基础法律关系是产品责任，客观要件是食品生产经营者的行为符合产品责任的构成要件，主观要件是食品生产经营者者具有故意。在食品生产经营者均具有故意之时，应对惩罚性赔偿承担连带责任。在侵权责任法实施后，应适时对食品安全法第96条进行修改，将赔偿数额修改为按补偿性赔偿的倍数进行赔偿。     

论共同犯罪中的实行过限问题

实行过限是附随于共同犯罪过程中的一种特殊的犯罪形态。实行过限有其特定的认定标准,对实行过限行为,应当由实施过限行为的行为人单独对过限行为承担刑事责任。     

侵权法上故意与过失的区分及其意义

故意侵权与过失侵权在过错的构造、性质、有责性、归责依据上存在本质差异。故意在侵权成立、精神损害赔偿、惩罚性赔偿、补偿性赔偿、以及在侵权预防等方面具有独特而不可替代的重要意义。《侵权责任法》相关规定存在缺漏，应予完善。     

谈入室搜捕犯罪嫌疑人的战术

警察进入房间搜捕犯罪嫌疑人是非常危险的一种作战形式,为了避免和减少警察在搜捕作战中出现伤亡,文章运用文献综述法论述了警察进入房间搜捕时必须事先进行战术侦察,运用“1 1”的理念制定搜捕方案,在实施方案过程中,作战指挥部必须针对战斗编组、通讯联络、进入房间、搜索房间、撤出房间以及搜索后的处置几个环节,进行细致的技战术研究,只有这样才能确保行动安全。