中国省际制造业收敛与省际经济增长分异研究——来自部门生产率增长与跨部门资源再分配的视角

文章将生产率增长分解为部门内生产率的增长和部门间资源的重新配置，分析造成中国省际制造业收敛而整体经济增长分异的原因。研究发现：服务业部门在省际间的发散是导致整体经济不收敛的关键原因，但不是全部原因；尽管制造业的生产率在省际间是收敛的，但是由于制造业劳动力加速转出，导致制造业收敛对整体经济的收敛作用被产业结构的变迁削弱了；从农业流出的劳动力进入服务业和非制造业部门，而不是劳动生产率更高的制造业部门，产业结构变迁对整体经济增长的实质拉动作用受到限制。     

侵犯优先购买权的股权转让合同“有效说”之反思

《公司法司法解释(四)》实施后,侵犯优先购买权的股权转让合同“有效”,成为主导性裁判倾向.然而,股权受让人的主要合同预期是尽快继受股权或在发现目标公司合作氛围不睦时可单方撤销合同而非获得违约赔偿,因此合同有效状态下的违约责任比其他状态下的缔约过失责任更能保护受让人的观点其实偏离了受让人的主要合同预期.“鼓励交易原则”的...     

The Adoption of State Climate Change Policies and Renewable Portfolio Standards: Regional Diffusion or Internal Determinants?

This paper draws upon policy innovation literature and quantitatively explains the adoption of state climate change policies, leading to a broader question—what makes states more likely to adopt policies that provide a global public good? First, existing empirical evidence relating to state climate change policy adoption is reviewed. Following this brief discussion, several analytic approaches are presented that test specific hypotheses derived from the internal determinants and regional diffusion models of policy adoption. Policy diffusion is tested as a function of the motivations, resources, and obstacles of policy change. Motivations for policy innovation include environmental conditions and demands of citizens. Resources include state financial and geographic resources, such as wind and solar potential. Obstacles include a state's reliance on carbon‐intensive industries such as coal and natural gas. The results show that internal factors, particularly citizens' demands, are stronger predictors of states' policies than are diffusion effects from neighboring states.     

Relationship Management with Managers of Countrywide Offices of SEESA: A Case Study

Employees are a crucial stakeholder group for organisations since they determine the degree to which they achieve their goals. It is therefore necessary to build strong relationships with the workforce to encourage employee engagement, which implies that employees’ individual goals are aligned to those of the organisation. To build strong relationships, internal communication should be managed strategically. However, when an organisation has offices around the country, internal relationship management can be impeded, which adversely affects the entity attaining its goals. In this qualitative study, the case of SEESA, a national labour law organisation specialising in providing legal services to employers, was investigated to determine the way in which it manages relationships with its nationwide managers. A mixed-method approach was followed, using semi-structured interviews and questionnaires to gather data. The findings indicated that, despite studies elsewhere indicating a communication and relationship building strategy as a prerequisite for building strong organisation-employee relationships, the outcomes of such relationships can be present without a formal internal communication strategy. This can occur provided the organisation is inclined towards a symmetrical world view, has an open culture and encourages two-way communication with top management. Suggestions for managing relationships with employees in nationwide offices are made.     

Development and testing of a comprehensive ageing problem scale for community-living older adults in South Korea

This study was undertaken to develop and validate an instrument for gerontological policymakers, practitioners, and researchers to comprehensively assess the nature and severity of problems experienced by older adults. The Comprehensive Ageing Problem Scale (CAPS) for older adults living in the community was created as a reliable and valid instrument that is easy to use. A cross-sectional strategy was utilized, in which a total sample of 1060 older South Korean adults was selected (through a proportionate random-stratified sampling method) from four regions nationwide. The psychometric properties of the instrument were verified using item analysis, exploratory factor analysis (EFA), and confirmatory factor analysis (CFA). To achieve cross-validity, the total sample was randomly divided into two groups. The first group (for the EFA) was employed to identify the factor structure of the initial scale. The second group (for the CFA) was used to confirm the factor structure of the revised scale with the first group. The final version of the 19-item CAPS with four factors showed good internal consistency and a CFA confirmed the acceptability of the model fit.     

物权债权区分理论的质疑

民事权利具备涉他性效力的正当基础在于该权利能够为他人知晓或识别,亦即权利具有可公示性.鉴于成本与效率等方面的原因,公示制度仅在物权法领域内被广泛适用,从而可以使物权呈现出涉他性效力,而没有在债法领域获得广泛的适用,因而无法使一般债权呈现出涉他性效力;现行的物权债权区分理论正是以此种认识为基础的.随着权利公示制度的完善与公示技术的发展,债权公示的可行性正在逐步提高,债权在很多情形中也能产生涉他性效力.另一方面,物权也并非在任何情形中都具备涉他性效力.债权与物权在本质上都是支配权,以是否具有支配为依据区分物权与债权的理由并不充分.由此其能否继续充任未来民法典体系构建之基础值得深思.     

我国检察权的内部制约机制研究

检察权是国家权力的重要组成部分,建立完善的监督制约机制具有重要的意义.对我国检察权进行定位,结合检察实践,从内部制约的角度对检察权的制约机制进行了阐述,论述了其性质与内涵,分析了检察权内部制约机制存在的缺陷,主张从司法权和法律监督权两个方面来完善检察权的内部制约机制.     

内容违法的民事行为的效力

对内容违法的民事行为的效力,大陆法系和英美法系主要国家的立法和理论分析有着不同的规定和认识。我国在这方面的立法存在不足。应当借鉴《德国民法典》第134条中的但书规定,将调和的重任交给法官,由法官就个案进行判断。     

探索和建立检察机关内部监督制约机制

检察机关的宪法定位是法律监督机关,依法行使法律监督权是国家权力的重要组成部分,其职能作用是监督国家法律的正确统一实施。该权力在实践中体现为两个方面：一为公权力,即检察职能;二为对内的管理权力。检察职能体现了人民检察院的法律职能,属于其业务。而对内的管理权力则是人民检察院为了保证法律赋予的检察职能有效行使而对单位内部工作流程及机关事务的管理行为,严格说不属于其业务。检察职能的表现形式是通过对个案的办理来实现不同形式的法律监督,这其中决定因素就是对于案件质量的管理和监督。笔者看到多年来全国各级检察机关都在不断的积极探索,寻求解决检察机关对自身执法活动的监督途径和办法,案件质量管理部门就是在这种环境下应运而生的。     

劳动规章制度效力模型研究

用人单位劳动规章制度的效力原则主要有明确性原则、比例原则和除外原则。明确性原则应当摒弃,比例原则应当借鉴,除外原则需要甄别。劳动规章制度效力阶位可以分为"效力模型"和"基准模型"两大体系。一般"效力模型"是指法律(劳动法或基准法)效力最高、集体合同第二、劳动合同次之、劳动规章制度(含劳动纪律)最低;"基准模型"指劳动规章制度的基准最高、劳动合同基准第二、集体合同次之、法律(劳动法或基准法)最低即为兜底条款或底线。