我国公务员心理资本探析

在知识经济和全球化的双重背景下,以人的潜能激发来实现物质资本、人力资本和社会资本的最优配置,是获取竞争优势的趋势,这标志着社会进入"心理资本"时代。本研究对我国公务员心理资本问题进行系统剖析,概括了我国公务员心理资本普遍偏低的现状,列举了开发不足、需要人为隐藏、日渐削弱和渠道缺乏等具体问题,并分析了认识不够、转型压力等4方面原因,提出建立多方参与、多渠道合作的我国公务员心理资本培育新体系。     

公务员公共精神培养问题研究综述

公务员作为一种特殊的职业,掌控着国家治理的权力,成为社会中独特的一个群体,然而公务员并非天然的就具有公共情怀,公务员也具有私利性的一面,届时培养公务员公共精神就成为重要的课题。我国学者从思想和法律制度、自律和他律、监督和激励、正向和反向的多管齐下等方面研究了培养公务员公共精神的路径选择和发展向度,然而我国对于公务员公共精神培养的研究还处在初步层面,还需在多角度创新、深层理论分析上加大力度。     

公务员招考中的性别差异分析——以福建省2010年～2013年公务员招考数据为例

福建省2010年～2013年公务员的招考数据显示,招考条件中关于＂性别＂要求这一栏在总体设置、不同地域和岗位职责上存在差异的现象。究其原因,主要来自女性自身特征、社会观念和岗位特征三方面。具体对策为女性改变自身观念、从法律制度上落实男女平等意识、完善招考岗位设计,以有益于公务员招考制度的完善,进一步保证女性在公务员招考中的合法权益。     

基于面板数据的公务员工资溢出效应研究

为了考察中国公务员工资的增长是否会对本地其它行业工资产生溢出效应,以及这种溢出效应的大小在不同的行业类别和区域之间是否存在差异,利用中国31个省份在2003-2014年的有关面板数据,使用工具变量的方法,尽力消除公共部门工资和私人部门工资之间的逆向因果关系和影响,估计了中国公务员工资增长对本地其它非公共部门行业工资增长的溢出效应。研究发现,公务员工资每增加1%,会带来其它行业工资约0.741%的上升,其中对劳动力流动性较大以及与公共部门关联较密切行业的工资溢出效应较大。此外,中国公务员工资的溢出效应在不同的省份之间存在区域差异,东部省份公务员工资的溢出效应大于西部省份。     

我国公务员权利救济的行政法研究

我国公务员权利纠纷向来采用行政机关内部方式加以解决，但这一途径存在着天生的缺陷；传统特别权力关系理论受到社会现实的挑战而不断得到修正，这就为我国公务员权利救济提供了内部救济和外部司法审查相结合的条件。     

Learning about Cognitive Dissonance and Race Relations: A Study of the Personal Narratives of Older White Southern Women Who Grew up with Maids

A critical analysis of the content of a recent collection of personal narratives of 23 older White women from the Deep South who grew up with domestic servants in their homes was conducted to study how these Whites who enjoyed the fruits of segregation look upon their White privilege from the perspective of today. The interviews revealed much about the close bonds that formed across racial lines. However, they also provide a wealth of information about how the White individuals handled the dissonance or discrepancy between their personal values of today and their behavior and attitudes back then.     

宋朝时代变迁与民事法律关系主体变革

在中国古代，向来是等级森严，社会下层长期处于被剥削奴役地位。但是到了宋代，社会等级界限产生了松动，阶级关系产生了变化。由于宋代社会经济的发展，原来处于社会下层的婢仆、佃客、手工业者和商人，身份与地位得到了大幅度的提高，由民事法律关系的客体转向了主体，这对中国古代社会步入近代文明具有里程碑式的意义。     

In the Eye of the Storm: Civil Servants and Managers in the UK Department of Health

In the wake of the 2008 financial crisis, the UK government faces some tough choices over public expenditure, and these choices will have important implications for both the future of health policy and the way in which health services are managed. In this article, we examine the organization and leadership of the UK Department of Health and weigh its suitability to meet such challenges. We find an organization that is culturally split between public servants and managers, highly reliant on the ability of its key personnel to bridge these divides, and extremely responsive to the political goals of government ministers. We explore the modern DH using three types of evidence. First, the history of the department shows clear political efforts to reduce civil service discretion and focus the DH on the management of the English NHS. Second, the recent organizational structures of the DH show a bifurcation between policy direction and NHS management tasks. Third, an analysis of the top ranks of the department since 2005 shows the implementation of political preferences that are consistent with managerialism but inconsistent with the perceived characteristics of traditional civil servants. The result is a department which has changed just as frequently as the health service it oversees – a department which has been moulded by successive ministers into one for the management of the NHS. Our findings raise important questions about the value and purpose of long‐term organizational knowledge in policy formulation.     

政府文化与公务员心理契约——置于统一分析框架的尝试

心理契约是个体人格的组织化,政府文化是政府的人格化;公务员心理契约的“个性”与政府文化的“共性”的互动关系是推动政府管理绩效提升的原动力。尝试将二者内在机理、耦合向度置于统一的分析框内研究,进一步明确政府文化与公务员心理契约构建的互动新维,改善政府管理绩效。     

试论我国公务员约束与激励机制的不足与完善

公务员约束与激励机制的健全,在一定程度上能保证公务员办事的高效率。但是,我国却存在着约束与激励不平衡、分配制度不完善、约束环节薄弱、法律制度不完备等问题,因此,应当确立"以人为本"等相应原则,建立财产申报等相应制度,健全公务员权利救济等相关法律,从而促进我国公务员队伍的建设,保证我国行政机构的良性运行。