公平原则在大陆架划界中的适用

大陆架划界一直是海洋法中一个复杂的法律问题。各国的国家行为以及国际法院的司法实践证明,公平原则是适用于大陆架划界的国际习惯法规则。在大陆架划界中适用公平原则,只有考虑一切相关情况,才能得到公平的划界结果。     

人权观念的彰显和理性回归——对罪刑法定主义历史嬗变的归结

罪刑法定主义嬗变的历史就是一部人权保障的历史,从其间接保障人权的思想基础到直接保障人权的思想基础,从形式侧面的传统内容到实质侧面的现代内容,从纯个人本位到有利个人而向社会让步,罪刑法定主义随人权意识的增强而不断发展,从而实现了个人和社会统一的理性回归.     

论比例原则在行政诉讼中的运用

我国对于行政自由裁量权的合理性审查标准迫切需要重构。比例原则是大陆法系国家通过判例和理论发展起来的相当成熟的审查原则和标准,可资我国借鉴。本文研究比例原则的概念、渊源和适用领域,分析其在司法适用上的局限性,并就其在我国行政诉讼中运用的若干问题进行探讨。     

清代搜查制度初探

在源远流长的中华法制文明的历史上,尽管有着重实体轻程序的传统,但随着历史的发展,法制文明的进步,传统法上的搜查制度也在实践中不断地完善。清代法制是中国封建法制的高峰,相应的,清代法律中的搜查制度也比较完善。它对搜查的主体、搜查的对象、搜查的执行方式、搜查主体的责任等方面都有比较详细的规定,并且体现出有效保障原则、遵循令状原则、合理根据原则、针对性的搜查原则以及鲜明的国家利益至上的法律思想与人本主义的法律思想。     

Employee Satisfaction With Work‐life Balance Policies And Organizational Commitment: A Philippine Study

This study investigates the relationship between public employees' satisfaction with work‐life balance policies (WLBPs) and organizational commitment in the relatively unexplored Philippine context. Our findings show that (i) employees' overall satisfaction with WLBPs is positively related to organizational commitment, (ii) when specific WLBPs are examined, only satisfaction with health and wellness programs are positively associated with organizational commitment, and (iii) when accounting for employees' preferences for WLBPs, compensatory time‐off, childcare policy, health insurance benefits, and paid sick leave are positively related to organizational commitment. The findings indicate that understanding which WLBPs employees prefer is important before implementing WLBPs. The article discusses the theoretical and practical implications of this study in the developing country context. Copyright © 2017 John Wiley & Sons, Ltd.     

中国农民组织化的发展空间研究——以北部湾经济区农民组织化为例

伴随着中国社会的深度转型进程,当前中国农村组织结构与农民组织方式发生了深刻变革。该文基于社会学的理论维度,以北部湾经济区农民组织化为例,着力从组织功能视角深入探讨社会转型期中国农民组织化的发展空间问题,以期更好地推进中国现代化建设进程。     

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.     

Public Service Motivation,Organizational Social Capital,and Knowledge Sharing in the Korean Public Sector

This article investigates whether public service motivation (PSM) and organizational social capital predict knowledge sharing in the public sector. The hypothesized relationships in the proposed model are verified with the online survey data of 506 public employees in Korea. The test results show that the two dimensions of PSM (attraction to public service and commitment to public values) and the trust component of organizational social capital are both positively related to knowledge sharing in the Korean public sector, and that the associability component of organizational social capital is indirectly associated with knowledge sharing through its influence on PSM. The article discusses the ways that PSM and organizational social capital may contribute to overcome the social dilemma of knowledge sharing in public organizations. It also suggests that there is need for further research on the individual dimensions of the PSM construct.     

Organizational Commitment,Job Satisfaction and Attitudes toward Organizational Change: A Study in the Local Government

The present study investigates the direct and indirect relationships among job satisfaction, organizational commitment, and attitudes toward organizational change and their dimensions. Results indicated that employees in the investigated departments are highly satisfied with supervision and coworkers, whereas they are slightly satisfied with work conditions and job security, but they have low satisfaction with pay and promotion facets of the job. Results further demonstrated that employees in the investigated departments are remaining with their current departments either because they want to do so, or because they have to do so, but not because they feel they ought to do so.     

Performance Implications of Public Managers’ Goal Prioritization: An Empirical Test of the Link between Internal Management and Organizational Performance

Most studies on the goals-performance nexus focus on the implications of goal design. In public organizations with multiple goals, managerial goal prioritization can, however, in itself play a decisive role for performance. This study examines the effects of managerial goal prioritization and employee commitment on organizational performance. Analyses of parallel surveys of principals and teachers in higher secondary education and archival data on school performance show that principals’ goal prioritization is positively related to high school performance. The findings thus indicate that public managers should concentrate not only on how they design goals, but also on how they prioritize them.