法学发展的“十字现象”——以物权行为制度与《合同法》第51条为说明主体

由于我国法学发展忽略“十字现象”,民法典不采物权行为制度似已成定论,并决定采用意思主义辅之以交付、登记制度;惟此一制度确有窒碍难行之处,是否即应采用,兹事体大,仍值再予辨证。本文论述不限于理论,并提出数例说明;此外《合同法》第51条规定之误,亦一并叙之。文中分别介绍不采物权行为制度的主要见解,及本文对其之评释;并分举数例以说明不同制度的优劣;同时探讨意思主义下的物权变动模式,其内容涉及法国民法模式、日本民法模式,与我国学者所创设的模式;最后并以法律经济分析法,探究是否应采用物权行为制度与《合同法》第51条规定的交易成本辨析,以为我国民法典立法应采用物权行为制度之佐证。     

弱势群体与心态失衡

弱势群体问题已成为当前困扰我国改革与发展进程的重大社会问题。弱势群体的规模不断扩大 ,社会地位呈下降态势 ,他们在生存、生计、机会和权利等方面所面临的弱势境遇 ,客观上诱发了各种消极情绪的积累。弱势群体的产生是社会矛盾的集中反映 ,也是社会缺乏公正的体现。弱势地位不仅带来了生活上的窘迫 ,更多的是心理上的失衡。而心理的失衡极大地动摇了个体原有的人生观和行为定势 ,为越轨行为的产生创造了条件。     

抵押权租赁权并存效力探究

在处理具有租赁权和抵押权的同一不动产时,抵押权的实现往往和租赁权发生冲突。法律的目的在于通过在当事人之间设定权利义务关系,以实现各种社会利益的平衡,解决法律适用时的各方冲突。     

行政合同纠纷几个法律问题探讨

行政合同与民事合同的区别主要体现在合同目的是否具有公益性、合同内容是否受公法调整。非行政合同当事人由于不具有实体上的请求权,与行政主体之间不具有法律上的因果关系,故无权提起行政诉讼。行政合同起诉期限应当借鉴民事合同诉讼时效的规定,区分有效和无效行政合同,采取不同的起诉期限计算方法。行政合同违约赔偿,是一种行政赔偿,在赔偿范围上应以原告实际经济损失为限。     

警察职业心理素质及其培养

警察职业心理素质是指警察职业对其从业人员所要求具备的心理因素的总和,包括警察职业意识、警察职业人格、警察职业智能和职业技能。培养警察职业心理素质对提高警察工作效率具有重要的作用。     

浅谈合同撤销权行使后的法律后果

根据目前我国的法律规定,合同撤销权行使的后果有两种:返还财产和赔偿损失。返还财产这一措施存在欠缺,应把恢复原状作为合同撤销权行使后的措施之一;在赔偿损失上,要根据具体情形进行不同处理。     

运用与借鉴现代心理学方法提升思想政治工作的针对性与实效性

随着经济社会的不断发展变化,当前的公安队伍建设面临着不容回避的思想困惑和巨大的工作压力,传统的思想政治工作体系在针对性、实效性等方面存在着明显的不足。而运用与借鉴现代心理学方法,建立民警心理服务工作机制,将是一种新的实践和方法,其以独特的工作视角,在提升公安思想政治工作的针对性、实效性及促进公安队伍建设方面,将发挥出一种不可替代的特殊作用。     

警察心理健康与自我心理调适

合格的人民警察需具有健康的心理状态。当前我国警察心理健康问题不容乐观，警察心理不健康状态有各种表现形式，由多种原因造成，当然也有多方面的危害。维护警察心理健康非常重要，关键在于自我心理调适。     

Prediction of Police Officer Performance Among New Mexico State Police as Assessed by the Personality Assessment Inventory

Little research has been conducted regarding the use of the Personality Assessment Inventory (PAI) in law enforcement screening and selection. The limited body of research that does exist appears to support its utility in the selection process. The purpose of the present study was to investigate the validity and reliability of the Psychological Rating Risk Factor Statement (PRRFS) developed by Roberts, Thompson, and Johnson (2004) in predicting and discriminating problem from non-problem New Mexico State Police (NMSP) applicants. PAI profiles for each officer were obtained and transferred into the PAI Law Enforcement, Corrections, and Public Safety Selection software program, which generated probability estimates (PRRFS) to predict the likelihood that participants were not well-suited for a career in law enforcement. Subsequent logistic regression and receiver operating characteristic (ROC) statistical analyses revealed that the PRRFS was ineffective in predicting and discriminating between problem and non-problem officers. Potential explanations for this finding are discussed.     

The Development of a Thurstone Scale for Identifying Desirable Police Officer Traits

Screening applicants for the position of peace officer is a very uncertain process. Concomitantly, trying to select applicants who will be successful throughout their careers adds another, important dimension. Unfortunately, the selection process has primarily been one of screening-out those who are for one reason or another unfit. This article used the Thurstone Scale as the methodological basis to identify those traits that experts agreed are the ones that are meaningful in predicting police officer career success.