试论当前解决执行难问题的首要对策

“执行难”已成为制约整个国家司法活动的“瓶颈”,目前执行难集中体现在四个方面,即被执行人难找、被执行财产难寻、协助执行人难求、被执行财产难动,攻克这“四难”迫切要求执行机关在“人”的问题上取得突破,为此,文章有的放矢地深入论述了如何提高执行人员的敬业精神、法律业务知识、执行方式方法,以求有力化解“执行难”。     

The Monetary Value of Saving a High-Risk Youth

Programs targeted at high-risk youth are designed to prevent high-school dropout, crime, drug abuse, and other forms of delinquency. Even if shown to be successful in reducing one or more social ill, a key policy question is whether the cost to society from that intervention program exceeds its benefits. Although the costs of intervention programs are often available, the benefits are more illusive. This paper provides estimates of the potential benefits from “saving” a high-risk youth, by estimating the lifetime costs associated with the typical career criminal, drug abuser, and high-school dropout. In the absence of controlled experimental data on the number of career criminals averted, one can ask the reverse question—How many career criminals must be prevented before the program “pays for itself?” Based on a 2% discount rate, the typical career criminal causes $1.3–$1.5 million in external costs; a heavy drug user, $370,000 to $970,000; and a high-school dropout, $243,000 to $388,000. Eliminating duplication between crimes committed by individuals who are both heavy drug users and career criminals results in an overall estimate of the “monetary value of saving a high-risk youth” of $1.7 to $2.3 million.     

重构资格刑--对通说的挑战

文章在对我国刑法中的资格刑制度进行了全面而深入的反思,主张放弃学界通说所认可资格刑的概念和内容体系的基础上,提出了资格刑新的概念及三要素,并对资格刑重新进行了建构.对自然人的资格刑应当适用"禁止行使特定的权利"和"禁止从事特定的职业"两种,对法人的资格刑仅适用"禁止从事特定业务活动",同时建议资格刑适用复权制度,前科消灭制度等.     

The measurement of specialization and escalation in the criminal career: An alternative modeling strategy

Recent research using indices of specialization and escalation, such as the forward specialization coefficient and the escalation coefficient, have generally shown that repeat offenders tend to commit the same type or a more serious type of crime on successive arrests. Unfortunately, there are two important limitations to the use of specialization and escalation indices: (1) the meaning and interpretation of the coefficients is often unclear, and (2) the coefficients cannot be tested for statistical significance across groups. In an attempt to account for these limitations and to extend prior research in this area, this paper applies a class of log-linear models developed for studying social mobility tables with matched categories (for one or more groups) to crime-type switching tables. The benefits of using these models, in comparison with prior specialization and escalation research, are that the parameter estimates can be interpreted directly as tests of specialization and escalation in a meaningful way and the parameter estimates can be tested for equality across groups, such as age, race, and gender. The application and interpretation of these models are illustrated with arrest data from a sample of felony offenders in Michigan.     

警察职业能力测评的初步研究——警察认知能力结构的验证性因素分析

“警察认知能力”测验,由专注—效率、记忆、想象、创造、逻辑推理能力等五个维度,内含12类项目组成。本研究在对178份有效资料进行信度效度检验的同时,还运用结构方程模型(SEM)对“警察认知能力”的结构效度进行验证性因素分析。结果提示:该结构模型的适应性,五因素间的独立性,五因素模型的拟合指数均为良好,表明警察认知能力五因素理论模型的拟合程度可以接受。     

我国民营企业员工的职业生涯管理

我国民营企业的经济性质决定了它在吸引人才方面具有先天的不足,民营企业重视并开展职业生涯管理刻不容缓。民营企业员工职业生涯管理具有诸多战略性、全局性的意义和优点,它不仅仅是帮助个人成长的手段,而且逐渐成为有远见的组织机构的关键性战略资产,企业的全面成功与这一领域的成就息息相关。职业生涯管理成为我国民营企业不得不重视的一个重要问题。     

论基层派出所警察权利保护--以湖州市织里镇某派出所为例

在社会转型期,社会治安形势日益复杂,在庞大的工作量面前,警察权利常常遭到忽视,警察的休息、休假得不到保证,警察的人身健康遭受慢性威胁,警察的人格、名誉遭到贬损,警察的付出与收入不成比例。究其原因,主要是警察人力资源不足、警察媒体宣传不力、警察工资待遇保障体系不完善。因此,必须合理开发警力,有计划的增加警察编制,加大警察媒体宣传力度,建立符合警察职业特点的工资待遇保障体系。     

Public Employees’ Perceived Promotion Channels in Local China: Merit‐based or Guanxi‐orientated?

Do performance or personal ties (guanxi) matter more in the promotion of local public employees in China? In this paper, we examine public employees’ perceptions of the roles played by merit and guanxi in promotion. We adopt a configurational approach to classify public employees’ perceptions of the reasons for their promotion into four groups: merit‐based, guanxi‐orientated, ambidextrous (both), and fatalistic (neither). A recent survey of 886 public employees shows that around 40% see promotion as merit‐based and 20% as guanxi‐orientated, with 10% perceiving promotion to be ambidextrous and 30% fatalistic. Younger employees with higher rank are more likely to perceive promotion to be merit‐based, whilst highly educated and highly ranked employees with strong public service motivation are more prone to see promotion as ambidextrous. Those who perceive promotion to be ambidextrous are more satisfied with promotion fairness, suggesting that a subtle balance needs to be maintained between merit‐based and guanxi‐orientated promotion channels, rather than rejection of any guanxi element.     

有效执行:新时期中国政府公共政策的理性选择

正确的政绩观的核心义涵在于维护法律的尊严,维护中央政府宏观公共政策的权威性.部分国家机关和国家公职人员对法律和国家宏观公共政策的轻视、漠视甚至蔑视,是造成公共政策执行有效性程度偏低的主因.政策执行人员的效忠国家的信念和遵从法律、维护社会正义的坚定性,对于有效执行法律和公共政策至关重要.