论公安情报的社会服务功能

公安情报工作是公安工作的重要组成部分、是公安机关履行职能职责的重要依据、是完善各项公安工作的重要手段。它在侦查破案、预防和打击违法犯罪等方面发挥了重要的作用,但它的社会服务功能同样具有不可替代的作用。文章主要从对各级党委和政府的参谋作用、宣传教育、社会咨询、稳定民心、引导舆论等五个方面来说明公安情报的社会服务功能。     

我国对外开放30年的回顾与展望

对外开放是我国必须长期坚持的一项基本国策.从上个世纪80年代开始的沿海的对外开放,到90年代的全方位的对外开放,再到21世纪更高层次的对外开放,我国实行对外开放政策整整30年了.过去30年的对外开放,取得哪些成绩,还存在哪些问题与不足,需要我们认真加以回顾与总结.本文首先回顾了我国对外开放30年的不平凡历程,然后总结了对外开放取得巨大成就的五条基本经验,在此基础上,对今后一个时期我国对外开放的前景进行了展望,并提出了实现这些前景的相应对策.     

论“四位一体”大学生就业服务体系的构建路径

大学生就业水平关系着高校的社会声誉,是高校办学质量的重要体现。高校要把学生就业摆在事关学校发展的重要战略地位,积极探索"招生、就业、教务、学工"协同联动机制,着力构建"基础保障、培养质量、就业服务、创业孵化"四大创新体系,努力实现就业教育从零散化向系统化转变、就业服务从粗放化向精细化转变、就业评估从单一注重就业率向就业率与就业质量并重转变。     

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The article examines the political origins and impact of recent managerial reform (the shift from the professional bureaucracy model of public administration to the new public management [NPM]) in UK local government. Two key drivers of managerial reform are identified: central–local relations and labour management. The former are historically complex due, partly, to the Victorian expediential justification of local government, and the tenuous constitutional status of local government in the British polity. These factors necessitate and permit central control with models of public administration a key mechanism for achieving this. In addition, as 70% of overall sector costs are made up of centrally funded labour costs, the centre's attempts to control labour management (pay and performance) is a second key driver of managerial reform. And models of public administration, again, are a major mechanism for achieving central control. The analysis is rooted in a brief historical examination of developments from the 1880s, and a longitudinal case study examining more recent developments to illustrate the general case made. Empirical findings show councillor, union and worker resistance to managerial reform. They also show job loss, work intensification, job insecurity and demoralisation of staff. Another key finding is that NPM is not new, but a regression to the Victorian era.     

关于工会组织公信力的思考

工会组织公信力是工会组织赢得职工群众认可和社会信任的关键能力,是工会组织取得社会合法性的基础力量.当前我国工会的组织体制和运行机制还不能适应市场经济条件下维护职工合法权益的形势需要,使得工会尤其是基层企业工会作用发挥有限、部分职工和社会公众对工会工作的认可度不高,从而造成了工会组织公信力低下的状况.面对这一问题,工会组织需要调整传统的工作理念、工作模式与工作方法,主动作为,通过理念创新、组织创新、机制创新与工作创新,大力推进组织服务力建设.     

Great Plains harvest: evolution of the US public employment service,transnational labor,and nonimmigrant visas

Government H-2A visa data and employer surveys show that Great Plains custom harvesting operations now rely on the US public employment service (PES) and private labor agencies to hire transnational labor. Wheat harvest labor problems and private labor bureau abuses during the Progressive Era were a driving force in the formation and development of the local, state, and federal PES agencies that are now used to secure foreign workers. The PES addressed harvest labor problems from the late nineteenth century until the 1930s when mechanization and drought sufficiently reduced labor demand. The PES became active in the wheat harvest again during WW II and into the 1950s until mobile custom combining crews eliminated the need for the federal government’s involvement. Beginning in the 1990s, domestic labor scarcity caused custom harvesting employers to hire foreign labor through the H-2A and J-1 visa programs. The PES is part and parcel of the H-2A visa program, but unlike most agricultural employers that use H-2A labor, foreign workers in custom harvesting are from South Africa, New Zealand, Australia, and numerous European and other countries rather than Latin America. Transnational custom harvesting employees that use H-2A visas occupy a niche within the program and thereby maintain Great Plains harvesting’s unique place in the labor market. This article traces the concurrent evolution of Great Plains harvesting and the PES from the end of the nineteenth century to the 1950s and examines the role of the PES and private labor agencies in today’s global labor market.     

Integrating a youth participation model in a youth mental health service: Challenges and lessons learned

Youth participation in mental health settings is fundamental to service design and delivery, and is beneficial for the young people involved as well as the organisation. This paper presents the findings of an evaluation of a youth participation model where tiered participation was attempted in a clinical youth mental health setting. To inform the ongoing development and improvement of a youth participation model, an evaluation was conducted consisting of three focus groups with the youth consultants, consultations with management about the implementation of the tiered participation model, and a review of records. The purpose of this evaluation was to identify possible barriers to implementation early on so these could be addressed and a youth participation model that meets the needs of all key stakeholders could be developed. The findings of this evaluation and the way in which these findings informed the model's development are discussed.     

The Public Sector as the Employer of Choice among Youth in Egypt: The Relevance of Public Service Motivation Theory

Young people in Egypt want to work in the public sector, even if they get less pay there than at the private sector. This article seeks to explain the attractiveness of public-sector jobs to this group, embedding this experience within the literature and theorization on public service motivation (PSM) and discussing its relevance. Issues of trust, respect, and social status are reflected in the discourse of interviewed youth about this job preference. A generation-held and culturally-ingrained appreciation among the educated to work in the public sector also contributes to this sector preference. Qualitative and quantitative data also show that extrinsic benefits of job security and stability are also pivotal to this preference. The analysis in the article suggests a holistic reading of motivational factors to join the public sector in contexts of job scarcity and labor surplus.     

Recent Administrative and Managerial Practices and Public Service Motivation: Evidence from Seoul City Government,South Korea

This study aims to investigate the impact of recent administrative and managerial practices of public organizations on public service motivation. Using data from a survey of 1840 civil servants in Seoul City Government, this research uses hierarchical linear modeling to empirically assess the aforementioned associations. The results show that recent administrative and managerial practices have both positive and negatives on public service motivation. At the end of the study, the administrative and managerial implications of the study are also discussed in light of these results.     

Innovating Public Service Delivery in Transitional Countries: The Case of One Stop Shops in Kazakhstan

This article analyses the implementation of managerial ideas in Kazakhstan using the case of a combined public service delivery called “One Stop Shops”. Several public services are provided in a single building rather than different government offices in a business-like style of service delivery and in a modern physical environment. The service integration policy is an attempt of Kazakhstani government to improve the quality of public services and reduce corruption. Some positive progress in improving the accessibility of public services has been noted. However, as this article argues, the country-specific model of “alternative-access” service delivery was not able to implement in-depth changes in the work of the public sector and improve service quality. Implementation of the managerial ideas has been limited and constrained by the institutional framework and culture prevailing in the Kazakhstani bureaucracy. The main conclusion is that the governments of transitional countries need to critically analyze the pros and cons of the new policies and reflect on their cultures before making further steps to adopt Western managerial initiatives.