社会转型期公共部门行政伦理失范及其矫正路径

随着中国政治体制改革的不断深入,公共部门管理职能逐渐由传统“管理型”向现代“服务型”过渡,对这一过程中出现的部分公职人员行政伦理失范现象,如角色冲突、权力冲突、利益冲突及法理与情理冲突等进行研究。研究认为,部分公共部门行政伦理失范现象主要与传统行政伦理思想的价值追求、行政体制自身不足、多元化价值观念的诱导及监督约束机制的不足等成因相关,要解决公共部门公职人员行政伦理失范难题,需加强行政伦理法制化建设,有效处理伦理制度化和制度伦理化及其相互关系;倡导与践行高薪养廉与社会主义核心价值观常态化教育;加强公职人员自身伦理信念教育,提出自律要求;建立治理主体多元化参与和程序公开的阳光行政体系,在全方位动态监督与引入第三方绩效评估体系来规范和激励公共部门行政人员。     

On the historical determinants of third sector strength: A qualitative comparative analysis

This study proposes a theoretical explanation for the main causes of the third sector's strength. A Boolean comparative analysis based mainly on the theoretical frameworks of Rokkan and Esping-Andersen indicates that the combination of state-supported urban interests and Protestantism are necessary conditions. This result is very close to Max Weber's explanation of civil society which presupposes the facilitating role of the autonomous state. Thus, the empirical results are reinterpreted within the context of a Weberian explanatory framework. The implications of this endeavor within the historical context of developing countries are further explicated.     

Narrowing of Public Responsibility in Finland, 1990–2010

Public responsibility in Finland has narrowed in the last 20 years while the sphere of the private sector has been increased. The economic crisis of the early 1990s was not the cause, but an accelerator of public sector/welfare state retrenchment in Finland. Based on which, it was easy for the advocates of neo‐liberal reforms to argue that the changes were a must. The welfare state programmes however, are popular among the Finnish population and therefore large one‐time cutbacks have not been possible beyond the immediate aftermath of the economic crisis. This article looks into three different methods through which the Finnish welfare state has been gradually cut since then: (1) by not raising income transfers along with the rising cost of living and wages; (2) by reducing funding of public services; and, on the other side of the coin (3) through regular tax cuts contracting the revenue side. Welfare state retrenchment in Finland has therefore been achieved in a subtle fashion through slow gradual weakening of social programmes on one hand, and through cuts in revenue on the other that have left proportionally more in the hands of the wealthier. These combined movements have resulted in a drastic reversal in the trend in income inequality in Finland.     

中国2007绿色能源投入产出表编制及应用分析

基于最新的全国42部门投入产出表,创新性地编制出2007年全国能源投入产出表、全国绿色能源投入产出表,并在此基础上通过分析比较两表间的影响力系数、感应度系数及能源部门环境成本弹性系数,结果表明:煤炭开采业、石油开采业、火电业和炼焦业对其他部门的制约程度更大;石油开采业、石油加工业、火电业和炼焦业对其他生产部门的“拉动”作用明显下降;天然气开采业的感应度系数和影响力系数有明显改善;煤炭开采业、石油开采业、火电业和石油加工业的生产成本受环境治理成本变化影响较大.鉴此,提出中国“十二五”期间能源产业结构调整的有关政策建议.     

中国的刘易斯转折点到来了吗?——基于农业部门工资决定的视角

文章从刘易斯增长模型的经典著作入手,廓清刘易斯模型的关键假说,以农业部门工资决定原则变化的独特视角,即农业部门工资和劳动边际生产率的关系研究中国的刘易斯转折点。研究发现:中国经济整体上已经到达刘易斯第一转折点,但是研究还发现经济发展中存在不平衡性,东部发达地区已经接近刘易斯第二转折点(即商业化点),中西部大部分地区已经越过刘易斯第一转折点(即短缺点),西部少数欠发达地区还没有到达刘易斯第一转折点。     

强化城乡农产品安全一体化管理的基本构思——以湖北省为例

目前,农产品生产、加工、流通和销售等环节都存在很多安全隐患,加之农产品安全执法不严格,导致农产品安全事故时有发生,消费者健康和生命受到危害。分析了实行农产品安全城乡一体化管理的意义及影响农产品安全的原因,提出了城乡农产品安全一体化管理架构的指导思想、管理主体、管理制度、管理原则、技术路线及监管重点。同时从组织模式、人才培养、制度管理和市场机制等4个方面提出了强化城乡农产品一体化安全管理的具体举措。     

共生视角下第三部门“嵌入”的组织空间

运用共生视角研究第三部门的共生内涵,弥补"市场失灵"与"政府失灵"急需第三部门的"嵌入",这一组织制度创新形式的双重性是共生的根本原因,比较优势、相互需求、多重博弈使得第三部门与其他组织选择共生作为共同生存方式,并形成互利、双向、变迁、多重、地缘等共生关系。     

Promoting behavioral change towards lower energy consumption in the building sector

Climate change and environmental issues have been increasingly in the forefront of the media and government agendas. However, despite much discussion and fanfare, little has been done in the way of serious commitment and clear course of actions since the adoption of the UN Framework Convention on Climate Change in 1992 to bring carbon emissions to sustainable levels. To tackle the immensity of the climate change challenge, a paradigm shift in understanding is necessary to balance the course of global human development with energy demand and consumption patterns. Accounting for over 40% of global energy demand and more than 30% of greenhouse gas emissions, the building sector offers the greatest mitigation potential for reducing carbon emissions in both the short and long term, with positive implications for a range of associated sectors and industries. Promoting behavioral change among end-users for reduced energy consumption as well as encouraging the building industry to embrace sustainable design, low-carbon construction practices and materials, and renewable technologies, is fundamental to mitigating the impact of the built environment on planetary biospheres and preserving quality of life for generations to come. This paper starts by drawing attention to the building sector and related EU policy, outlining the challenges and opportunities for reducing energy consumption and carbon emission levels. Such policy provides the essential framework to engage stakeholders and allow supporting factors to foster progress in the sector. The paper contends that information on climate change has not led to significant improvements in meeting global targets and that what is needed is behavioral change among individuals and society as a whole. On the basis of research project experiences and literature review, it puts forth and explores five key elements contributing to behavioral change for reduced energy consumption and lower carbon emissions in the building sector, focused on: information and education; financial incentives and energy services; modern technologies and sustainable design; social and community norms; and biophilia (contact with the natural environment). The paper suggests opportunities for further research and concludes with recommendations for policy-makers and related stakeholders.     

经济法起源与发展新探

学界一般认为经济法源于垄断资本主义条件下国家对经济运行的调节或干预.这一认识值得商榷.通过对西方有关国家经济发展史的考察,可以发现事实上各主要资本主义国家在其经济发展过程中均采用了各种积极的产业政策和贸易政策.由此可以认为经济法源于自由资本主义阶段,国家干预经济构成了经济法的一大源头.而在20世纪晚期第三部门兴起、"第三之手"作用于经济领域的过程中又产生了经济法的另一源头.二者均反映了法的社会化趋势.本文亦对我国经济法发展、特别是其中的第三部门问题做了简要探讨.     

Participation satisfaction and organizational commitment: moderating role of employee's cultural values

This paper explores the moderating role of cultural values on relationships between participation satisfaction (PS) and employees’ organizational commitment (OC). A survey of 1390 employees of Bharat Sanchar Nigam Limited, a Government of India Public Sector Undertaking providing telecommunication services across India, shows that PS is directly related to OC, and is moderated by employees’ cultural values at individual level. The form of moderation reveals: positive and insignificant relationship between PS and affective commitment for employees high in uncertainty avoidance; positive and significant relationship between PS and normative commitment for employees high in individualism/collectivism, low in masculinity/femininity, and low in power distance. No moderation has been found in the relationship between PS and continuance commitment.