行政强制措施检察监督研究

对行政强制措施实行检察监督是十八届四中全会赋予检察机关的改革任务。在全面依法治国和监察体制改革背景下,检察机关履行行政强制措施检察监督职能既有必要性,也有可行性。在下一步检察改革过程中,应当坚持有限监督、适时监督、行政先行救济原则,探索采用检察建议、支持起诉、督促纠正违法、提请责任追究等方式对违法行政强制措施进行监督。     

正确把握新时代坚持和加强党的全面领导的逻辑理路——中国化马克思主义发展思想研究

党的十九大明确作出“坚持和加强党的全面领导”的重大政治论断,并把它作为新时代“党的建设”总要求的首要观点、坚持和发展中国特色社会主义“基本方略”的第一条提出来,这是中国共产党人进行党建工作的基本指导和根本遵循。新时代,正确把握坚持和加强党的全面领导的逻辑理路至关重要,因为这是我们党与生俱来和新时代历史使命的必然要求,是我们党带领人民战胜敌人的强大法宝和克服一切困难风险的定海神针;是执政党持之以恒正风肃纪和紧锣密鼓反腐惩恶的内在需要和客观要求。     

论领导权结构、企业避税与会计信息可靠性的关系

以我国2013—2015年沪深两市A股类上市公司为样本,运用相关性分析和回归分析,以消除应计利润影响后的会计—税收差异作为衡量企业避税指标,用盈余激进度衡量会计信息可靠性,分析企业避税程度与会计信息可靠性的关系,并进行了稳健性检验。结果表明,企业避税程度对会计信息可靠性起负面作用。在此基础上,进一步梳理了领导权结构、企业避税与会计信息可靠性的关系,研究发现,相比两职合一的公司,企业避税程度对会计信息可靠性的负面作用主要体现在两职分离的公司。这对于深入研究企业避税与会计信息可靠性的关系具有一定的借鉴意义,可为完善公司治理机制、提高会计信息可靠性提供一定的思路借鉴和决策参考。     

日常生活领域的社会主义意识形态建设

社会结构变革和社会的开放化、市场化、信息化、网络化,既凸显了日常生活领域的社会主义意识形态价值,同时也对日常生活领域的社会主义意识形态凝聚力和引领力建设提出更多诉求。对此,应认真研究社会日常生活的发展变化,审慎思考日常生活领域对社会主义意识形态建设提出的各种诉求,积极加强社会主义意识形态的实践回应和自身建设。通过积极培育和践行社会主义核心价值观、凝聚社会各阶层各群体共同信仰、形成社会主义意识形态传播场域、加强社会主义意识形态的日常生活渗透等措施,增强社会主义意识形态的凝聚力和引领力,牢牢把握以马克思主义为指导的社会主义意识形态在整个社会生活中的领导权、主导权和话语权。     

教育管理视角下的大学研究性学习模式探究

在习近平新时代中国特色社会主义教育思想和创新驱动机制的牵引下,强化教育管理和提高教学质量已成为高等教育发展和改革的核心主题,而积极探究和试行大学研究性学习模式是新时代教育改革及人才培养方式的一种发展趋势。为实现大学研究性学习模式的可持续发展与创新,应从教育管理的本质出发,将其作为联系学校教育各参与方的纽带,坚持对行政管理理念、教师管理体制以及学生管理制度等三个方面进行革故鼎新,为大学研究性学习的生存与发展提供植根土壤。     

行政诉讼履行法定职责实体判决论——以“尹荷玲案”为核心

“司法审查有限原则”是行政诉讼法的基本原则,这导致了“履行法定职责实体判决”存在争议。“尹荷玲案”不但证成了履行法定职责实体判决存在的正当性,而且明确了该判决适用的“双阶要件”,即“理由具备、事实清楚、法律规定明确”的一般要件,与“法效果唯一性”的特别要件。其中“法效果唯一性”分为两种情况:一是羁束行政行为,二是行政裁量收缩为零,这恰与《行政诉讼法》修改后“给付判决”与“履行判决”的规定相契合。纵观司法实践,重做判决、履行判决、给付判决形成了“程序性判决—提示性判决—履行法定职责实体判决”3种判决方式,体现了三者功能的相似性。作为实质化解争议的履行法定职责实体判决,也彰显了司法推动制度发展的功能。     

刍议新时期我国行政文化的创新与发展

新时期我国行政文化存在着权力本位观念浓厚、保守守旧作风严重和权力滥用、消极腐败等问题.究其原因,主要是中国古代高度集权制行政模式、官僚主义行政传统和我国原有计划经济体制的影响.要解决这些问题,必须从政府制度、政府形象和政府理念三个方面实现我国行政文化的创新.     

论行政诉讼非法证据类型

非法证据排除规则最早在美国确立并得到发展,形成一套比较完整的体系。我国对非法证据排除规则的探讨很长时期仅停留在理论阶段,2012年《刑事诉讼法》修改中采纳并确立这一证据规则,使其从理论探讨变为实践,也为行政诉讼非法证据排除规则的探讨提供了很好的借鉴。目前,行政诉讼法正处于修改时期,以现有的法律规范为基础探讨行政诉讼非法证据的类型及其判断标准显得尤为必要。     

An integrative model of leadership behavior

Decades of questionnaire and interview studies have revealed various leadership behaviors observed in successful leaders. However, little is known about the actual behaviors that cause those observations. Given that lay observers are prone to cognitive biases, such as the halo effect, the validity of theories that are exclusively based on observed behaviors is questionable. We thus follow the call of leading scientists in the field and derive a parsimonious model of leadership behavior that is informed by established psychological theories. Building on the taxonomy of Yukl (2012), we propose three task-oriented behavior categories (enhancing understanding, strengthening motivation and facilitating implementation) and three relation-oriented behavior categories (fostering coordination, promoting cooperation and activating resources), each of which is further specified by a number of distinct behaviors. While the task-oriented behaviors are directed towards the accomplishment of shared objectives, the relation-oriented behaviors support this process by increasing the coordinated engagement of the team members. Our model contributes to the advancement of leadership behavior theory by (1) consolidating current taxonomies, (2) sharpening behavioral concepts of leadership behavior, (3) specifying precise relationships between those categories and (4) spurring new hypotheses that can be derived from existing findings in the field of psychology. To test our model as well as the hypotheses derived from this model, we advocate the development of new measurements that overcome the limitations associated with questionnaire and interview studies.     

A Narrative Approach to Pregnancy‐related Discrimination and Leader–follower Relationships

This study sheds light on women's perceptions of pregnancy‐related discrimination committed by the discriminated woman's immediate leader. The purpose is to show how women describe this perception during pregnancy and after their return to working life after maternity leave. Further, the study explores the ways in which the quality of the leader–follower relationship is revealed during the narration process. The research draws on five individual stories, collected in two rounds of interviews. Representations of several kinds of discriminatory practices can be found in the narratives and reveal that even being a partner in a good‐quality leader–follower relationship does not necessarily protect a woman from pregnancy‐related discrimination. However, women involved in a high‐quality leader–follower relationship described their perceptions in a more positive manner than those in a low‐quality relationship. The contribution of the article to the literature is twofold: firstly, the results challenge the traditional view that high‐quality leader–member exchange relationships lead to positive outcomes. Secondly, examining the different ways in which people describe their perceptions of discrimination deepens our understanding of the equality problems that working women face.