公务员绩效考核：实践困境与对策

针对我国现阶段公务员绩效考核中存在的考核指标设定针对性不强、考核程序不完善、考核方法缺乏制度保障、考核结果的激励功能失效等困境,建立科学的绩效考核指标体系,完善绩效考核的程序,借鉴现代企业管理中先进的考核方法,为公务员绩效考核提供制度保障。     

The effect of inputs and performance outcomes on allocation decisions

This study used a 2×2×5 factorial vignette study to examine allocations. The factors included gender, task (cooperative vs. competitive), and information (ability only, diligence only, performance only, ability and performance, diligence and performance). The study confirms previous findings that allocations in competitive situations are more equitable than in cooperative settings. Further, allocations in diligence conditions are more equitable than those in ability conditions. However, results reveal that allocations based on knowledge about performance outcomes are different from those based on attributional inputs. The role of inputs and performance in the allocation process is discussed.     

政府绩效评估的法律制度构建

本文通过分析现有政府考评制度的缺陷,提出建立新的绩效评估制度并将其法治化。为建立绩效、法治的政府以适应现代行政发展的需要,笔者从行政法的角度设计并讨论了关于建立政府绩效评估法律制度的基本步骤、内容,对政府绩效评估行为的监督与审查等方面的问题。     

关于生育权的再思考

随着社会的发展,当生育不再是婚姻家庭的主要职能,生育技术的进步给人类提供了多样化的生育方式可供选择,生育就由种族繁衍的义务变成个人的权利。虽然女性因为自身的生理特点与生育的联系依然紧密,但男子作为生育的主体,也应该享有生育的权利。笔者试图从分析生育权的性质入手,就生育权的行使、生育权的侵犯与救济提出自己的看法。     

法人经营范围外行为的效力问题

通过对几种法人经营范围外行为效力理论的介绍分析,论证相对无效说的现实及理论合理性。对我国现行立法中的相关规定作一评论并对民法典草案的相应完善提出建议,也在此基础上对法人的权利能力、行为能力以及相关登记问题在未来的发展趋势进行探讨。     

我国政府绩效评估创新的本质规律及其诱因

从政府绩效评估创新实践的多案例数据库分析结果来看，当前我国政府绩效评估创新呈现出一定的规律性，即相对于被模仿的地方政府而言，当前的绩效评估基本上是一种复制性学习；属于综合了多个学习对象做法的“拼盘”创新；若以“中国地方政府创新奖”的实践性标准来判断，并不符合创新要求；就第一代探索政府绩效评估创新者而言，其创新具有原发性。未来需要通过鼓励符合组织需要、符合效率原则的复制性创新、推动创新周期提前更替戒除“创新拜物教”等措施来突破目前绩效评估创新的困境。     

少数民族地区农村老年人养老意愿分析与政策绩效考察——基于贵州G乡苗族村落的调查数据

在城市化加速发展及人口老龄化加剧的社会形势下,少数民族地区农村老年人的养老问题呈现出了与非民族地区的城市老年人不同的特征。以贵州省G乡的若干苗族村落为例,通过问卷调查数据对苗族地区农村老年人的养老意愿进行分析,结果表明:少数民族地区农村老年人的养老意愿呈现出家庭养老模式为主、社会养老模式为辅、集体养老模式缺失的特征。通过对该地区的老年人养老问题加以分析,提出适合贵州少数民族地区的养老措施。     

Police Performance As Symbolic Politics? Public Recognition and the Value of Awards

Abstract

What constitutes “good” performance in a law enforcement agency, who decides, and how does public recognition of that performance change how an agency performs? This study uses a quasi-experimental design and propensity-score matching model to assess the impact of a law enforcement agency’s status as a finalist for the annual Cisco/International Chiefs of Police Association (IACP) Community Policing Award on performance in future years, as measured by crime clearance rates. It is found that after comparing the treated group (finalist agencies) with the untreated group (non-finalist nearest-neighbor agencies), there is no meaningful difference in crime clearance rates. This unexpected finding establishes that the public recognition of finalist status by the Department of Justice, which promotes finalist agencies as exemplars of best practices in community policing, does not impact the subsequent performance of those agencies. Additionally, the results of the model suggest that the impact of symbolic politics and social construction on the award finalist selection process and the choice by DOJ to promote the practices of those agencies should be explored. Questions are also raised as to the utility of crime clearance rates as a performance measure, and future avenues for research in each area are proposed.     

近10年国外女性创业研究回顾

本文回顾了2000—2010年国外主要管理、创业管理和女性研究期刊上发表的女性创业研究成果，按照创业绩效性别差异及影响因素、创业动机与意愿、创业特质、创业与家庭平衡以及创业融资五个主题进行梳理，总结国外女性创业研究的最新进展。将女性创业研究进展与艾尔年回顾的1982—2000年女性创业研究综述进行对比，指出国外女性创业研究近10年的进展和存在的不足及未来探索方向。     

Leadership Styles as Perceived by Career Senior Service Executives

Abstract

This study identifies the prevailing leadership styles of career Senior Executive Service (SES) members of the Federal Government. This study also determines if an association exits between SES member's self‐perceived leadership style and personal characteristics, such as gender, years in the Federal Service, and highest academic degree earned. The study population consists of 6395 career SES members. A random sample of 364 career SES members was selected. The selected group was asked to respond to a demographic data questionnaire and the Styles of Leadership Survey (SLS). Over 34% of the sample completed the instrument and data questionnaire. This study reveals that Strategic Leadership Style (5/5) is the dominant self‐perceived leadership style of career SES members. The personal characteristics of gender, years employed in the Federal Government, and educational attainment were identified as being significant factors influencing leadership styles of Federal Government executives.