Job insecurity and work outcomes: The role of psychological contract breach and positive psychological capital

Job insecurity has received growing attention from researchers because it poses serious challenges for organisations and for society as a whole. However, there are insufficient studies about the processes through which job insecurity affects outcomes as well as potential ways to reduce its negative impact. This study focuses on the relationship between job insecurity and individual-level outcomes (in-role performance and organisational deviance) and examines if (a) job insecurity is positively and/or negatively related to work outcomes, (b) psychological contract breach acts as a mediator of the relationship between job insecurity and work outcomes, and (c) positive psychological capital (PsyCap) buffers the job insecurity–work outcomes relationship via psychological contract breach. With a sample of 362 employee–supervisor dyads, in which the outcome measures were collected from the supervisors, we found support for our hypotheses. Specifically, we found a moderated mediation effect, whereby PsyCap moderates the negative indirect relationship of job insecurity on outcomes through psychological contract breach.     

Coordinating contracts for a financially constrained supply chain

We consider a financially constrained supply chain in which a supplier (leader) sells products to a retailer (follower) who has no access to bank financing due to her low credit rating. However, the supplier can borrow from a bank and offer trade credit to the retailer to alleviate her financial constraint. Failure to pay off a bank loan or trade credit incurs a variable default cost. We analyze the centralized version of the supply chain to obtain new coordination requirements. We then examine whether revenue-sharing, buyback, and all-unit quantity discount contracts can coordinate our supply chain. We show that the all-unit quantity discount contract fails to coordinate. However, the revenue-sharing and buyback contracts can coordinate the supply chain, but only when the supply chain has a sufficient total working capital. Moreover, they cannot allocate profit flexibly unless the supplier has a large enough working capital. Finally, we design a generalized revenue-sharing contract that coordinates the supply chain with flexible profit allocation, and also show by numerical examples its superiority over the revenue-sharing and buyback contracts.     

自贡盐业契约“出山约”与“出丢上中下节约”研究

在清代民国时期,四川自贡井盐生产过程中出现了“出山约”、“上、中、下节约”等特殊契约形式,导致这种契约形式出现的原因是多方面的,其中自然环境、盐井开采技术以及市场竞争是导致这些契约关系出现的重要原因。这些契约形式的出现对当时自贡地区盐业生产产生了极大的影响,有效地解决了投资者与地主之间的矛盾,保证了井盐开采所需资金来源,分散了投资风险,优化了盐井生产组织形式,提升了投资的积极性,从而使自贡地区的井盐生产能形成独特的生产模式,长盛不衰。     

对“公司＋农户”组织模式的反思

本文对当前我国“公司＋农户”组织模式困境作了较为深入的剖析。一是对公司和农户签订的契约环境进行分析,找出“公司＋农户”组织困境产生的根源。二是对履约过程中的障碍进行分析,找出“公司＋农户”组织运行的困境。结合我国实际提出了“公司＋农户”组织模式改进的建议：通过提高农户的组织化程度,构建有效的治理结构,摆脱集体行动逻辑的困境;扩大农户生产规模,提高自我履约能力;双方建立起真正的利益共享机制;政府体制进行改进和互补性制度的安排。     

高校师资管理改革中的心理契约违背问题分析

心理契约违背是个体在组织忽视其心理期望、未能履行承诺与责任时所产生的一系列消极情绪和行为。高校师资管理改革在促进教育发展的同时,也增加了教师心理契约违背的可能性。单一、量化的绩效考评机制、教师职业特性的调整和聘用制的不完善实施所带来的心理压力是导致高校教师心理契约违背的主要原因,管理者需通过建立科学的绩效考评体系、完善激励制度、加强沟通等措施重构高校与教师之间的心理契约,去除心理契约违背产生的消极影响,近而激发教师的工作潜能,提高高校整体的师资管理水平。     

合同案件民事审判中法官自由裁量权刍议——以对事实的认定为例

合同案件民事审判中法官自由裁量权主要包括举证责任分配的自由裁量,判断证据之证据能力即合法性的自由裁量和适用证明标准的自由裁量。当前,合同案件民事审判中法官自由裁量质量不高且比较混乱,基本没有规则可循。要搞好合同案件民事审判中法官对事实认定的自由裁量,必须在思想和组织上高度重视,加强对事实认定方面在判决书中的说理和公开审判制度,加强监督和对错案的纠正。     

胎儿利益的法律保护

胎儿是未来的、潜在的民事主体,对胎儿利益的保护程度是衡量一个国家法制文明和社会进步的重要标志。阐释胎儿利益的法律保护范围,考察其他国家和地区关于胎儿利益保护的立法,评析中国现行的相关立法并提出具体的完善建议。     

以合意为基础的物权变动立法模式——兼谈我国《物权法》之相关条文

正确理解物权变动立法模式有助于科学合理地构建我国物权法制度;正确认识和理解物权变动的概念、物权变动的原因、合理地评价物权行为理论是正确解读物权变动立法模式的必要理论前提;对大陆法系国家三种典型的物权变动立法模式之正确理解是正确理解物权变动立法模式的必要立法认识;对大陆法系国家三种典型物权变动立法模式的科学合理的评析是正确解读物权变动立法模式的关键。     

论民法典中的合同的解除与合同终止

在大陆法系民法典中,合同的解除与终止是两种不同的制度。合同解除制度的基本规则是针对合同解除权的发生和行使而设计,合同终止规则是围绕终止权的发生和行使而制定,两者在立法精神、法律后果方面截然不同。大陆法系关于合同解除与合同终止制度的设计有两种模式。我国民法典应当借鉴合同解除与终止的区分规则,重新界定我国合同解除和合同终止,建立合同终止制度。     

论为第三人利益的合同

两大法系国家的法律都承认一般意义上的为第三人利益的合同,而我国民法和合同法均不承认其效力.借鉴两大法系国家的经验,规定一般意义上的为第三人利益合同,是我国法律应坚持的原则.