企业资本结构与产品市场战略

直到20世纪80年代,企业资本结构对产品市场竞争的影响才引起经济学家的广泛关注.对于这一问题的研究,存在着两种截然不同的理论结论:一种观点认为企业债务水平的提高会使其在产品市场竞争中更为强硬,增强其竞争力;另一种观点则恰好相反.事实上,企业的融资决策具有两种不同的间接效应:代理效应和策略效应.企业的融资决策在其代理效应和策略效应的平衡点达到最优.企业的融资决策与其产品市场策略之间的关系依赖于代理问题的性质、不确定性的来源及产品市场的特征等因素,企业的最优资本结构应该随这些因素的变化而变化.     

证券市场的开放与规则的发展--以B股规则为中心的检讨

人民币特种股(B股)市场作为我国证券市场开放的窗口和试验田,至今已存在10余年,相比它短暂的辉煌,如今的B股市场已经日益“边缘化”,除了进行投机,B股还能为中国证券市场开放做些什么?结合我国证券市场的特点,深入分析B股市场的发展及其规则变迁,认真总结其经验和教训,对我国在证券市场开放过程中建立健全相关法律制度很有借鉴意义。     

论中国证券市场监管低效的制度性因素

分析了作为政府强制性的制度安排,中国证券市场在发展过程中产生的市场不规范问题,认为证券市场监管制度的低效运行是问题产生的主要原因。而监管困境的背后则是制度的缺陷,主要表现为两个方面:一是监管当局政策目标与监管目标的冲突;二是以个人和企业信用为核心的信用管理体系的缺失。     

我国环境影响评价公众参与制度中若干问题之评析

环境影响评价是预防环境污染和生态破坏的重要法律制度,公众参与是国内外环境保护领域的一项基本法律原则,对于环境影响评价制度的有效推行以及公共环境纠纷的防范具有重要意义。我国现有立法难以有效保障公众对环境影响评价的参与权的实现。因此,需要进一步明确参与环境影响评价的公众的范围和类型,扩大公众参与环境影响评价的范围,完善公众参与环境影响评价的方式,提高公众参与环境影响评价的效力。     

幸福学视角下的公共政策价值重塑

我国公共政策的价值取向是一种以效率和公平为基点的双重价值取向,但效率和公平之间的冲突不利于公共政策方案的选择和评价。幸福学的研究为公共政策的价值重塑提供了全新的视角。我国的公共政策应将幸福确立为终极价值取向,从而形成由幸福、效率、公平构成的三维价值取向。     

Forced to work and liberated from work

The work-welfare nexus is essential in all social policy regimes. The question is in what situations individuals should be entitled to social welfare benefits and in which situations they should be obliged to work. Social welfare law and administrative practices define mechanisms that separate the deserving poor from people able to work. This article analyses the functions and character of these "separation mechanisms" in Sweden during three periods in history: a) in rural society in the late 19th century; b) in industrial society during the successful years of the Swedish model from World War II until the late 1970s; and c) the present, including the period of welfare retrenchment and reconsideration since the early 1980s. The conclusion is that Swedish social policy has always been strongly work-oriented, but the specific form and content of the work ethic has varied under the influence of different ideologies and handled in different social policy institutions. Under specific conditions the work line has been either generous or restrictive and it has been based on structural attempts to improve the opportunities to work as well as on attempts to strongly pressure the individual to work. The work line of today is seen as an interesting attempt to combine an effort to create good work through improved work conditions and an effort to reinforce elements of work enforcement in the social insurance system.     

信息时代行政法规的传播体制改革

20世纪 90年代 ,美、英等西方国家提出并建立的公共行政信息网络 ,有效地促进了政府行政立法、执法及社会公众进行行政监督 ,成为一种新的社会发展趋势。为此 ,借签西方国家的有益经验 ,提出加强我国公共行政信息网络建设的对策     

分类定位 整合资源：我国事业单位改革的关键

目前我国的改革开放已到了攻坚阶段,事业单位改革作为对计划经济体制核心部分改造的一项重要工程,改革难度极大.本文针对我国事业单位目前存在的问题,提出分类定位、整合事业单位资源是我国事业单位改革的关键.     

浅谈实行建设工程无标底招标利弊及建议

本文分析了无标底招标的特点和利弊,在肯定无标底招标的同时,建议不可盲目实行,提出加强法律、法规建设,规范建筑市场和参与各方的行为是解决问题的关键。     

Some Notes on Workplace Equality Renewal in the Swedish Labour Market

In 2001, Swedish authorities imposed a new obligation upon all firms with ten or more employees to undertake annual wage surveys, ‘workplace equality audits’ in which it is possible to ascertain, remedy and prevent unwarranted wage differentials and other unfair employment terms between men and women. An important implication of the new system, called ‘workplace equality renewal’ (självsanering), is that, at the level of the firm all Swedish employers must explain what they mean by work of ‘equal value’ as opposed to ‘different value’. This article discusses the practical pros and cons of the new system, and considers how the surveys can be used in research into the present state of gendered work division. A main finding is that the introduction of this new legislation in the long run might change the Swedish industrial relations system as well as the preconditions for many companies’ human resource management policies. Yet, neither the governmental agencies involved nor the parties’ confederate organizations have been able to clarify what the issue is really about to the single, small business employer or to the local trade union branches. Many employers find any interference, whatever it may be, threatening and trade unions have not realized the potentialities of the system from an employee perspective, potentialities connected to the fact that companies are now more or less forced to make transparent their wage policies at large.