Measuring long‐term trends in policy coherence for development

This article measures long term trends in policy coherence for development. Based on result chains, it develops a counterfactual methodology, and then applies it to assess changes in inputs, outputs and outcomes over time. While the literature does not indicate any significant change in policy coherence for development over the last decade, this research finds that, if the time scale is lengthened to 50 years, an overall increase in policy coherence for development of the Dutch government, vis‐à‐vis the DR Congo, in the domains of finance and security, can be detected. These changes in policy coherence for development inputs seem to have contributed, in conjunction with similar policies from other countries, in some instances, to positive outcomes in the DRC.     

西部民族地区民营企业基于模糊关系产权的行为分析

本文主要着眼于西部民族地区模糊关系产权相应的实证意义.探讨模糊关系产权作为西部民族地区民营企业应对环境的适应机制是怎样影响组织行为的,它有哪些独特的实证意义?笔者就模糊关系产权的广度、产权结构的持续时间和变动频率、决策权的集中程度、产权的正式结构与实际运行之间的差别,从获取资源的途径、企业的身份、制度环境三个方面来讨论模糊关系产权与西部民族地区民营企业行为之间的关系.     

揭橥理论视域：“国进民退”争论背后的意识形态迷思

“国进民退”争议热潮背后隐藏的是以前困扰着部分中国共产党人,至今仍然困扰着部分共产党人的意识形态认知误区,回顾中国共产党宏观经济政策史和经济思想史的变迁历程,深入剖析中国共产党在意识形态层面上对“公有”和“非公有”经济成分的内在二元冲突,可以见出中国共产党要以“执政党”的自身定位来重构“革命党”时期的意识形态。     

包容性增长下的公共经济与民间经济关系优化

包容性增长与优化公共经济与民间经济关系具有内在统一性。我国公共经济存在缺位、越位现象,民间经济遭受发展环境与自身竞争能力双重约束,二者之间互动和支持力度不够。产生这些问题的原因主要是中国现阶段生产力水平整体不高且不平衡、公共经济体制不健全、转型期政府职能伸缩、传统产权制度弊端等,而解决这些问题的现实路径就是要定位公共经济与民间经济的发展空间、完善经济调整机制、规范产权关系、营造和谐的发展环境。     

文化自觉：照亮中国基础教育理性化阴影之灯

中国传统基础教育以私塾为形式,人文性的四书五经为其内容。清末民初,私塾为理性化的班级授课制所取代,这是理性在教育领域的第一次胜利;近十年来,基础教育集中于乡镇以上学校,村小学被拆并,乡镇初中日渐缩减,农村教育资源被抽空,这是理性在教育领域的进一步扩张。理性化带有形式合理而实质不合理的悖论特质。基础教育之理性化带来高效益的同时,也导致文化意识与价值观念越来越淡漠。目前,较为富强的中国社会也越发意识到,文化归宿之于中国人安身立命以及社会的可持续发展的价值所在。克服教育理性化阴影,在于文化的再植入。故而,面对教育理性化,亟待嵌入文化意识,须将本土文化嵌入基础教育之中以避免教育的无根性。     

Gender,Occupation, and Promotion to Management in the Nonprofit Sector

Although one can assume the work values within nonprofit organizations promote gender equality in promotion decisions, there is preliminary evidence that in the nonprofit sector women are underrepresented in higher management positions. Whereas the mechanisms resulting in underrepresentation of women in management have been studied extensively in for‐profit organizations, little is known about these mechanisms in nonprofit organizations. Is gender in nonprofit organizations—even given the underlying values of these organizations—an impediment to attaining a management position? This article presents a case study of employment patterns within the Dutch section of the humanitarian INGO Médecins Sans Frontières and focuses particularly on the effects of gender and occupation on transitions to management. The case study organization represents a “critical case” because the nature of this organization's work environment can be expected to result in a relatively high percentage of women in management. Employee records (N = 2,247) were analyzed using event history models. We found that women made the transition to management less rapidly than men, even when controlling for factors like age, previous work experience, and nationality. However, gender differences were completely explained by occupation. Those employees in female‐dominated occupations (in this case, medical personnel such as nurses) had a lower promotion‐to‐management rate than those in male‐dominated occupations (in this case, nonmedical personnel such as financial officers), irrespective of their gender. This case study highlights the importance to nonprofit management research of studying the effects of occupational sex segregation on promotion.     

Public sector managers: the decision to leave or remain in a job

The public sector faces a grave problem as far as managerial retention as the result of the increasing number of retirements and of voluntary resignations. Despite the vital interest in managerial turnover in the public sector, research is scarce. This study, which increases our understanding of why public sector managers leave their positions, takes a qualitative and narrative research approach in examining voluntary turnover. Interviews were conducted with operations managers (in education, social care, and technical activities) at three Swedish municipalities. We identify a multitude of environment push and pull factors with a focus on administrative support, supervisory support and illegitimate tasks. The narratives of managerial turnover reveal the complexity of the decision to leave or remain in a job, containing a mixture of push and pull factors, negative feelings, unmet expectations and extraordinary events. Three possible HRD actions to decrease undesirable managerial turnover are identified: re-work organizational structures; re-model job characteristics; and re-examine managerial turnover decisions as a long and complex process. Our hope is that the findings are used for ultimately create healthy organizations.     

Effects of Firm-specific and Country-specific Advantages on Relative Acquisition Size in Service Sector Cross-Border Acquisitions: An Empirical Examination

Using a sample of 348 service sector cross-border acquisitions by U.S. firms in 44 countries during 1990–2006, our study seeks to identify factors that influence relative acquisition size (acquisition transaction value as a percentage of acquiring firm's asset value). Our findings indicate that firm-specific advantages (FSAs) in the form of available financial slack and target industry knowledge were positively associated with relative acquisition size. However, contrary to expectations, we observed a negative relationship between cross-border acquisition experience and relative acquisition size. In addition, our results suggest that country-specific advantages (CSAs) associated with higher market potential, lower political risk, and greater cultural similarity contributed to increased relative acquisition size in service industry cross-border acquisitions. Finally, our analysis reveals that the relationship between available financial slack and relative acquisition size is contingent on cultural similarity with the relationship being more pronounced when cultural similarity is high.     

我国亲告罪追诉模式之困境及其重构——以网络诽谤案件的证据收集问题为切入点

网络诽谤犯罪属于《刑法》规定的亲告罪类型,此类案件中被害人的证据收集能力受到较大制约,导致其面临“自诉困境”。对此问题,不论是亲告罪的选择性公诉化,还是公权力适当介入证据收集过程的处理路径均存在不足。《刑法修正案(九)》针对网络侮辱、诽谤犯罪的证据收集问题作出新规定,但是无法扩张适用于所有亲告罪类型。亲告罪的自诉困境凸显出我国对亲告罪确立的单纯自诉制追诉模式存在显著缺陷：不利于对被害人的平等保护,以及混淆告诉权和举证责任。重构亲告罪追诉模式的前提是对刑事法中的“告诉”进行重新解释,使其本质回归为诉讼条件,与证明责任“解绑”。在模式选择上,应确立混合告诉制的追诉模式,被害人提起告诉后,可以自主选择适用自诉程序还是公诉程序。     

Implementing a diversity policy through public incentives: Diversity Plans in companies of the Brussels-Capital Region

ABSTRACT

The development of diversity policies in the private sector is mostly a result of a voluntary engagement of companies. When interested, they decide about the ways and goals of such policies, implications for human resource management and the inclusion of staff with a migration background. This article explores a specific situation in which public authorities offered support and resources to companies in order to develop diversity policies. I present a first analysis of the implementation dynamics of the Brussels Diversity Plan, a policy instrument launched in 2007 by the Government of the city-region of Brussels. Building on the theoretical tools of the political sociology of public policies, I use qualitative material (interviews and administrative documents) to explore implementation processes in three private companies. I show that public authorities can play a decisive role in developing diversity policies in the private sector through incentives rather than constraint. Yet, the room for manoeuver offered to companies leads to important variations regarding how processes unfold and the results achieved.