见义勇为的法律关系及其立法中的责任分担

见义勇为具有包含多个主体的复杂法律关系 ,因而对见义勇为人因见义勇为行为所致损害就有不同的承担主体 ,分别承担公平责任、侵权赔偿责任和行政补偿责任。如何科学地分配这三种责任 ,是今后见义勇为统一立法中一个值得关注的问题。     

侵权法的现代发展与我国侵权法的制定

现代侵权法在理论依据、体系构造、归责原则、损害赔偿等方面与近代侵权法相比发生了很大的变化,随着工业社会的飞速发展和责任保险、社会保障制度的广泛推行,现代侵权法也面临新的挑战.我国侵权法的制定,因应侵权法的发展趋势,应当首先在宏观上着重解决侵权法的立法目的、侵权法与债法总则的关系、一般侵权行为与特殊侵权行为如何规定、侵权损害赔偿与责任保险、社会保障的关系等问题.     

基于CBR的双语语境知识表征系统研究

文章简要回顾了基于案例①的推理(case-based reasoning,简称CBR)机制和第二语言习得理论中"补缺假设"理论的语境观,分析了CBR在双语语境知识表征中应用的可行性,并在此基础上提出了双语语境知识表征CBR系统的计算模型、算法和该系统的一般实现过程,是机器学习和人工智能理论在第二语言习得理论研究中应用的初步探讨,旨在给第二语言习得研究提供新的研究方法和视角.     

Carbon Emissions Abatement (CEA) allocation and compensation schemes based on DEA

As environment constraints on economic growth are strengthening, Carbon Emissions Abatement (CEA) allocation becomes a significant issue that draws academia׳s attention. In the literature, the Data Envelopment Analysis (DEA) technique has been applied to obtain CEA allocation with centralized models. Nevertheless, a centralized allocation plan suffers from an implementation difficulty in persuading decision-making units (DMUs) into an agreement. In this paper, we propose a new two-step method to mitigate this side effect. In the first step, we provide improved DEA-based centralized allocation models under the assumptions of constant returns-to-scale (CRS) and variable returns-to-scale (VRS) respectively and in the second step, two compensation schemes are developed for centralized allocation plans. An empirical application to the countries in Organization for Economic Co-operation and Development (OECD) is presented to elaborate the main idea.     

The determinants of top management pay

Agency theory argues that companies need to structure their top management pay so as to attract, retain, motivate, and reward senior executives. It is implicit in this literature that managers should be rewarded for performance and that company size should not be a significant determinant of compensation. Empirical evidence in many countries has concluded, however, that size is a major determinant of management remuneration and the pay-for-performance link is very weak. This study examines the determinants of senior executives’ remuneration and bonus payments in Hong Kong companies using recently available data. We examine both the level of pay and changes in pay. Corporate size is found to be a major explanator of remuneration levels and of changes in the pay of the CEO and executive directors. Accounting profitability is also a significant explanator of compensation. Performance, as measured by stock returns, has little or no statistically significant relationship with pay; in fact, some of the results show negative relationships. Some share ownership characteristics have influences on the levels of remuneration. In particular, share ownership by directors and share ownership by institutional investors moderate the compensation levels. In contrast, corporate governance variables have little association with change in pay. Overall, the results imply agency arguments that advocate pay-for-performance compensation schemes are not major factors in setting top management remuneration in Hong Kong.     

企业管理中人的激励问题探讨

人力资源已经成为企业发展的最关键因素。激励是否科学,直接关系到人力资源运用的好坏。目前,企业激励机制中还存在一些问题:如激励机制缺乏针对性和无差别化,领导层与下属缺乏沟通,激励方式单一,长期激励不足等。企业管理者要采用人性化的管理手段,激励要有针对性和差别性。企业对核心员工还可选择股权激励的方法。     

论国家精神损害赔偿量化标准之构建

对于国家精神损害赔偿量化的具体标准,《国家赔偿法》并未作出规定。国家精神损害赔偿数额可通过国家精神损害赔偿三原则、两区分、四酌定因素的量化原则和方法得以确定。三原则为国家精神损害赔偿原则上不低于民事精神损害赔偿原则、数额适当限制原则、法官酌定原则。两区分是区分不同损害的赔偿和区分人身物质性损害赔偿和精神损害赔偿并参照我国人身物质性损害赔偿标准设定具有适度比例和弹性空间的精神赔偿限度。赔偿限度由立法解释规定较为适当。法官在赔偿限度内斟酌四方面的因素确定精神损害赔偿的数额。酌定因素的量化由司法解释规定比较适当。     

试析老年教育对城市老年人的心理补偿

随着老龄化社会的到来,越来越多的老年人将给社会与家庭带来各种压力与负担,要使老年人成为社会的财富而不是负担,良好的心理健康状况显得尤为重要。心理失衡是影响老年人心态的最主要原因之一,通过老年教育的方式对老年人进行心理补偿,将极大地缓解老年人的失落、抱怨与遗憾,为促进老年人身心健康发挥作用。     

水库移民研究述评

在现代化建设中,随着各项水利工程的建设,产生了大量的水库移民,水库移民问题处理是否妥当将直接关系到移民的生活安康水平及地区乃至国家的稳定。本文从水库移民性质、安置与补偿、社会冲突与整合、适应,以及社会保障五个方面对水库移民的已有研究进行了全面综述,并做了简要评述。     

重庆市国有企业高管薪酬的影响因素与激励效应研究

本文从高管控制权、公司绩效、代理成本三方面入手考察了重庆市国有企业高管薪酬的影响因素与激励效应.实证研究发现:(1)重庆市国有企业高管薪酬与控制权负相关,国企高管无法利用自身控制权影响薪酬制度制定或操纵盈余以提升薪酬水平;(2)重庆市国企高管的薪酬制度设计一定程度上体现出与公司绩效挂钩的特征,但较少考虑到长期绩效表现;(3)在薪酬管制且薪酬水平相对偏低的情况下,国企高管会通过管理费用、在职消费等隐性收入提高自身实际薪酬,增加了企业代理成本.