高校领导干部领导观念刍议

领导是影响教育管理业绩的最主要因素之一。教育管理系统的有效运行,教育组织管理目标的实现,都与领导水平息息相关。只有首先对领导观念的认识加以澄清,充分发挥领导者自身的权力效应,不断提高工作能力和水平,才能有效推动高校的改革与发展。     

技术创新的外部效应与生态化转向研究

技术创新的外部效应是导致环境污染与生态恶化的诱因之一。在市场条件下,通过征收庇古税等方法,虽然可以纠正这种外部效应,但没有从根本上解除环境污染与生态恶化等问题。实现技术创新生态化,使技术创新朝有利于可持续发展的方向发展是解决技术创新外部效应的必然选择,也是根本出路。     

俄罗斯税制改革:直接效果、间接效果

税收制度是俄罗斯向现代市场经济制度转轨的重要组成部分,其改革进程受到国内外学者的广泛关注。尤其是1999—2002年所进行的税制改革,它已成为促进俄罗斯国内经济增长、发挥企业家活力、缩减影子经济规模、减少国内私人资本外逃的关键性因素。我们将通过"周转税"、社会税、所得税、利润税等主要税种的分析,对此次税制改革的直接效果和间接效果进行总结与反思。     

增强高校工会思想政治工作实效性的思考

高校工会思想政治工作是教职工思想政治工作的重要组成部分.高校工会的思想政治工作除了具有思想政治工作的一般特征之外,还具有自己独特的"个性",有其独特的优势,即更能够紧密结合实际,从而更能取得实效.增强工会思想政治工作的实效性,应该做到"五个融入",即在学校改革中融入思想政治工作、在民主管理中融入思想政治工作、在师德师风建设活动中融入思想政治工作、在校园文化活动中融入思想政治工作、在建"家"活动中融入思想政治工作.     

论宗教与和谐社会

宗教作为一种社会意识和文化系统,它几乎与人类文明史上的所有社会形态都结下了"不解之缘".它既有深广多面的精神资源,又有丰厚辉煌的历史文化遗产,同时还是民族融合的纽带.在社会主义社会,它将具有长期性、民族性、群众性、复杂性、国际性等特点.在和谐社会的构建中,具有很强的道德教化作用、社会稳定作用、心理慰藉作用、文化展示作用和对政治文明建设的推动作用,是社会主义和谐社会的有机组成部分.     

我国现行宪法在制订、修改、解释和实施中的若干问题(一)

我国现行宪法在制订和颁布时,某些文字不够简练,某些语言不够准确,某些表述不够严谨,某些规定不够完善.在修改中,某些需要及时修改的内容未能及时修改,某些可改可不改的内容或完全不必修改的内容进行了修改,某些需要修改的内容或增加的内容在修改时或增加时出现了新的不足.在解释中,在一段时间内没有及时将改革开放纳入宪法总的指导思想和总的原则之中.在实施中,某些规定或部分地,或基本地,或完全地得不到贯彻落实.总结和分析这些问题,目的是为了吸取其中的经验教训,改进相关的工作,以利于维护宪法的科学权威和组织权威.     

欧洲共同体指令的直接效力

在欧洲共同体的所有二级立法渊源中,指令的法律效力是一个颇具争议的问题,尤其是指令在各成员国中是否具有直接效力,更是引起了诸多纷争,而《欧洲共同体条约》和《欧洲原子能共同体条约》均未对此做出规定.以欧洲法院的相关案例法为主线,对其提出的指令的纵向直接效力、协调一致解释及附带横向直接效力原则逐一进行了评析,最后得出结论:为切实有效实现欧洲共同体指令所追求的目标,欧洲法院应当重新定义其提出的指令的直接效力原则;其中,最具有关键性意义的是,应当赋予指令在自然人和法人等私人之间的横向直接效力的职能.     

保险人说明义务若干疑难问题研究

我国《保险法》第17条、第18条关于保险人说明义务的规定,其实施效果并不理想,实际情况是保险人不说明或说明流于形式化.对于非消费性保险合同、续保的保险合同、个别协商条款、非责任免除条款、法定免责条款,保险人无须履行主动说明义务.当前最重要的是促进保险条款说明方式的实质化:一是推进保险条款的通俗化,提高保险条款的可读性;二是促进责任免除条款说明方式的实质化.保险人未明确说明责任免除条款的,其法律后果仍应维持不产生效力的现行规定,而不宜引入国外的冷静观察期制度.     

Intraparty Hostility: Social Identity,Subidentity, and the Hostile Media Effect in a Contested Primary

The hostile media effect (HME) has generally been tested in terms of in-groups and out-groups, with a “neutral” story in between. This ignores the nature of many social groups as comprising subgroups, often but not always sharing feelings of connectedness and purpose. In cases when bounded subgroups are at odds with one another, HME provides little guidance. A contested partisan primary provides such a case. This study takes identity centrality, candidate favorability, and perceived social network homogeneity as measures of partisanship and involvement, hypothesizing relationships between each and perceived bias against one’s candidate and party. Findings show that markers of candidate-focused social identity predict greater perceived bias against one’s candidate during the 2016 primary season, while party-focused identity fails to predict perceived bias against one’s party. This suggests that candidate support identity overrides plain partisanship during primaries, supporting concern that a heated primary might damage general election party unity. Subsequent postconvention findings suggest that the salience of candidate-focused identity fades, while homogeneity of one’s network regarding party support helps to make perceived hostility toward one’s party identity more salient. However, as campaigns become more candidate-centered, the contestation between nested candidate and party identities may grow fiercer.     

Recruitment and selection practices among non-governmental organizations (NGOs) in Ghana

Taking into consideration the eugenic nature and perspective of high-performance human resource management functions on organizational effectiveness, the authors examined managerial and employee level of recruitment and selection on operational performance with emphasis on human capital and three indicators of organizational commitment (affective, normative, and continuous) as mediators. Questionnaires totaling 282, 122 for managerial level and 160 for employee level, were administered. A multilevel analysis of data were conducted on a selected number of Ghanaian NGOs using Statistical Package for Social Sciences (SPSS). The study revealed that recruitment and selection ideally leads to improved operational performance, however, this affiliation can be enhanced through the inescapable role of human capital and the three commitment indicators (affective, normative, and continuous). It was also exposed that effective recruitment and selection leads to a desirable employee’s level of affective, normative and continuous commitment, which also have greater influence on the operational performance. The study is thus considered very significant contextual support to existing literature and practitioners since not much of such work has been done in the Ghanaian context. Therefore, the current study implicates recruitment and selection, human capital, and the three commitment levels as a core value-creating ability that drives non-governmental organizations performance.