Determinants of e-government maturity： Do organizational specific factors matter？

E-government is said to be an efficient and effective way of delivering government services to its customers. Web information accessibility and online transactional services increase transparency, openness of bureaucratic institutions and reduce cost of transactions. Global e-government surveys which portray the trend in countries＇ e-government readiness and stage of e-government maturity rank developing countries at the bottom. Based on the benefits reaped from e-government and the fact that some countries can progress than others; it is evident that e-government has become a development phenomenon to researchers and policy makers. Accordingly, the basic empirical question to researchers has been on what determines e-government maturity？ To answer this question, it is important first to distinguish between e-readiness and e-government maturity in order to understand the intuition behind this question. E-readiness comprises of all prerequisite necessary to implement e-government while e-government maturity refers to the actual level of e-government progress a country has attained based on websites assessment. While macro factors such as level of Gross Domestic Product, human capital and ICT （information and communication technology） infrastructure are important in determining e-government maturity at the national level; they may not necessarily explain differences of e-government maturity among government agencies within the same country. In other words, why there are differences in e-government maturity among governmental agencies even in those countries which are ranked at the top. In this paper authors argue that organizational specific factors play a vital role in determining the stage of organizational e-government maturity. To accentuate the argument, authors provide one of the possible frameworks and respective propositions to indicate the influence of organizational specific characteristics on e-government maturity.     

The UN at war: examining the consequences of peace-enforcement mandates for the UN peacekeeping operations in the CAR,the DRC and Mali

The UN peacekeeping operations in the Central African Republic (CAR), Democratic Republic of Congo (DRC) and Mali were in 2013 given peace enforcement mandates, ordering them to use all necessary measures to ‘neutralise’ and ‘disarm’ identified groups in the eastern DRC and to ‘stabilise’ CAR and northern Mali. It is not new that UN missions have mandates authorising the use of force, but these have normally not specified enemies and have been of short duration. This article investigates these missions to better understand the short- and long-term consequences, in terms of the willingness of traditional as well as Western troop contributors to provide troops, and of the perception of the missions by host states, neighbouring states, rebel groups, and humanitarian and human rights actors. The paper explores normative, security and legitimacy implications of the expanded will of the UN to use force in peacekeeping operations. It argues that the urge to equip UN peacekeeping operations with enforcement mandates that target particular groups has significant long-term implications for the UN and its role as an impartial arbitrator in post-conflict countries.     

服务 开放 共建 多赢——首都职工素质建设工程发展历程与运行模式

北京市总工会联合多部门组织实施的首都职工素质建设工程迄今整10年,历经酝酿启动直至深入发展五个阶段。逐步建立和完善了职工素质教育体系、技能人才培养体系、创新成果转化体系的基本框架。建构了十三家成员单位共同指导、三级工会组织层层推进、企事业单位按需实施的整体推进机制;形成以科研为导向拓展职工学习需求、多方筹资持续发展、共建共享学习资源、项目菜单多元服务、按需自选服务内容、三网培训便捷适用、职工团队学习等特色鲜明的运行模式。     

对建构企业民主管理制度体系的几点思考

职工群体事件的频发,究其原因,主要是由于一些企业不重视职工民主管理,职工缺乏知情、参与、决定权。有效整合企业民主管理的各种制度资源,从而最大化、最优化地发挥企业民主管理的综合作用,,实现“制度联建、实施联动、功能互补、效果叠加”的工作思路,促进企业职工各项权益的落实,对构建和谐劳动关系,推进企业和谐发展具有基础性作用。     

论我国军事刑事管辖权的困境与出路——以涉外非战争军事行动为视角

在涉外非战争军事行动背景下,维护军事利益的价值目标与军事刑事管辖缺乏域外效力发生冲突。军事刑事管辖应坚持维护国家主权和军事利益原则、对等原则和国内法与国际法相统一原则,尽可能通过谈判,与他国签定建立在平等、互利原则基础之上的部队地位协定。我国军事刑法的属地管辖应扩展至武装部队所至地域或空间,应将外国军人、战俘以及特定形势下的平民犯罪纳入军事刑法管辖范围。     

检察机关统一业务应用系统的程序机理与功能完善

检察统一业务应用系统作为案件流程管理的信息技术平台和载体,并非是一个纯粹的技术装置。它在程序刚性、程序独立、程序自治、程序信息、程序效益、程序控权等方面还有着深刻的内在机理和重要的功能作用。我们应立足业务系统运行的程序机理,着眼程序功能价值的实现,在管理范围、管理流程、管理权限、管理信息、管理人员、管理视野等方面进一步拓展和完善,以实现业务系统功能发挥的最大化。     

司法特殊正义及其运作机制研究

随着当代中国社会冲突所呈现的新趋向,我国推进司法改革的价值理念发生了重要转向,开始关注司法特殊正义和司法运作机制的研究。前者要求司法过程中走出传统的一视同仁对待所有人的均码正义,转而关注特殊群体的司法特殊正义;后者从现有大规模的静态制度研究转向选择动态的司法运作机制作为研究进路,通过在纠纷处理过程的动态描述中介入化解冲突的深层机理,从而在根本上解决社会矛盾。这种司法论题的转向,生成了司法判决可接受性、司法多边主义、司法知识竞争、案例指导运作机制等新的问题意识。     

中国工会研究 40 年 —— 对国内工会研究基本脉络与特点的评述

对国内近40年间的中国工会研究文献进行分析发现,中国工会研究一直表现出强烈的时代特点和现实关怀,其学术规范性在日趋增强,研究内容和方向也趋于多样化。今后中国工会研究应将结构分析与机制分析相结合,同时应加入历史维度。     

土地承包经营权制度改革的思考——一种法和经济学分析的思路

本立足于法和经济学的分析方法，揭示了我国农村土地承包经营权制度效率低下的根本缘由，提出了增进这一制度效率的立法途径，认为：从经济分析角度睦，重构农村土地集体所有权制度仍是立法成本最低的一种立法路径，从交易成本理论考察，应将村民小组界定为集体土地所有权主体，土地承包权的物权化有助于消除承包合同双方的协议障碍，降低交易成本，物权法在对土地使用权进行以利配置时，应区别土地承何种功能而遵循不同的价值取向。     

应急通信管理的思考--试论应急通信政府管理及企业运作的关系

应急通信管理目前实行的是政府宏观管理与企业经营运作管理的双重管理模式.要真正完成计划经济体制向市场经济体制转变的过程,政府管理要尽快建立起监督、协调、服务和规范的管理机制;企业管理也要在市场经营运作中,寻求自我完善和自我发展,控制成本,提高效益.