德国行政赔偿制度的特色与成因

德国行政赔偿制度有着不同于大陆法系国家和普通法系国家行政赔偿制度的特色,这种特色突出体现在行政赔偿基础的赔偿请求权和对行政赔偿案件进行救济的赔偿审理制度两个方面。德国行政赔偿制度的特色是由在漫长的历史过程中所形成的思想因素、制度因素和文化因素造就而成。     

董事会非正式层级与高管薪酬契约有效性

董事会治理是影响高管薪酬契约有效性的关键,已有研究主要从董事会结构层面展开,缺乏对董事会内部运作机制与高管薪酬契约有效性关系的具体分析。基于董事权威不平衡性的治理效应视角,系统考察了董事会非正式层级与高管薪酬契约有效性的逻辑关系及其作用机理,得出了一些具有重要价值的结论,主要包括:1.董事会非正式层级对高管薪酬业绩敏感性具有显著的负向调节作用,且主要体现在业绩下滑的样本公司中,表明董事会非正式层级对高管薪酬契约的影响主要体现在公平性和风险匹配性方面。2.只有当最高层级董事身份为独立董事时,董事会非正式层级对高管薪酬业绩敏感性具有显著的负向调节效应。3.董事会非正式层级增强了高管薪酬的行业和地区薪酬敏感性,进一步验证了董事会非正式层级的社会公平效应。论文的研究为从微观运作层面理解董事会治理和高管薪酬契约有效性提供一种新的视角和结论,对于优化董事会治理和提高高管薪酬契约有效性等均具有重要借鉴意义。     

建立刑事被害人国家补偿制度之我见

随着社会的不断进步,人们对人权问题的关注越来越多。目前在刑事诉讼中人们从对被告人人权保障问题的关注已经开始转向对被害人人权保障的关注上,本文仅从建立刑事被害人国家补偿制度的角度来阐述对被害人人权保障的问题。     

江苏省新型农村合作医疗制度经济补偿能力研究

新型农村合作医疗制度（简称新农合）是我国农村医疗保障制度的主体,确保新农合具有持续、稳定的高水平经济补偿能力是提高农村居民卫生服务可及性、减少农村居民“因病致贫、因病返贫”的关键。本文基于江苏省各地新农合相关机构调研数据,全面系统地研究了江苏省新农合的经济补偿能力,宏观剖析了其经济补偿水平、经济补偿结构和经济补偿可持续性。研究结果显示：（1）经济欠发达地区的新农合相对经济补偿水平高于经济较发达地区;（2）合理的经济补偿结构是经济欠发达地区新农合具有较强经济补偿能力的关键;（3）相比于经济较发达地区,经济欠发达地区的新农合经济补偿能力更具有可持续性。提出政策建议如下：（1）应重视门诊服务的经济补偿,以优化新农合经济补偿结构;（2）优化参保人口结构、重视疾病预防、加强新农合与疾病预防体系的协同合作等将有效改新农合经济补偿能力可持续性。     

论我国行政侵权精神损害赔偿的基本原则

世界上许多国家都在法律上对因国家侵权(包括行政侵权)造成行政相对人精神损害做出了经济赔偿的规定。在行政赔偿中增加有关精神损害赔偿的规定,是时代发展的需要。行政侵权精神损害赔偿应遵循以下原则:法官的适当自由裁量原则,惩罚性赔偿原则,禁止滥用原则,数额适当原则,关注个体公平的差异性原则等。     

侵权法的现代发展与我国侵权法的制定

现代侵权法在理论依据、体系构造、归责原则、损害赔偿等方面与近代侵权法相比发生了很大的变化,随着工业社会的飞速发展和责任保险、社会保障制度的广泛推行,现代侵权法也面临新的挑战.我国侵权法的制定,因应侵权法的发展趋势,应当首先在宏观上着重解决侵权法的立法目的、侵权法与债法总则的关系、一般侵权行为与特殊侵权行为如何规定、侵权损害赔偿与责任保险、社会保障的关系等问题.     

Compensation for inconvenience: The utility of shift systems

Abstract

This study is part of a larger study airned at the development of a system for quantifying the inconvenience of shift schedules and schedule characteristics. The results can be used to reduce inconvenience (counter-value compensation) and to compute the monetary (counter-weight) compensability of shift schedules. The results presented here show that consensus exists among subjects from different organizations and with different background characteristics on the utility of several features, e.g. working at inconvenient hours, the irregularity of a schedule, and working during the evening (which has a positive value). The opinions slightly differ with respect to some other characteristics, such as very long shifts, work during the weekend and the average sequence length. The differences are possibly due to job characteristics.     

农业的外部性及补偿研究

认为农业对一个国家和社会具有生态等多种贡献,这些贡献使农业具有正外部性的特点,但不合理的农业活动也会造成负外部影响。外部性内化是处理外部性问题的基本思路,对农业的正外部性应予以补偿,而对于农业的负外部影响应予以矫正。继而指出要使农业外部性内化就应改变对农业的补贴环节,并采取相应配套政策措施,以使农业得到应有的发展。     

浅论我国行政赔偿的范围

随着我国社会的发展出现的新情况以及《国家赔偿法》本身的原因,行政赔偿的不足表现在:行政赔偿归责原则单一;抽象行政行为被排除在侵权损害赔偿之外;精神损害赔偿的缺失;不作为和怠慢行政赔偿;赔偿标准不够完善等一系列问题。究其原因主要是:传统官本位思想的制约以及当今执政理念的宣传教化;国家财政负担问题;相关法学理论的不成熟;国家行政机关的强势地位等。结合行政赔偿范围的缺陷和原因,给出相关建议。     

The determinants of top management pay

Agency theory argues that companies need to structure their top management pay so as to attract, retain, motivate, and reward senior executives. It is implicit in this literature that managers should be rewarded for performance and that company size should not be a significant determinant of compensation. Empirical evidence in many countries has concluded, however, that size is a major determinant of management remuneration and the pay-for-performance link is very weak. This study examines the determinants of senior executives’ remuneration and bonus payments in Hong Kong companies using recently available data. We examine both the level of pay and changes in pay. Corporate size is found to be a major explanator of remuneration levels and of changes in the pay of the CEO and executive directors. Accounting profitability is also a significant explanator of compensation. Performance, as measured by stock returns, has little or no statistically significant relationship with pay; in fact, some of the results show negative relationships. Some share ownership characteristics have influences on the levels of remuneration. In particular, share ownership by directors and share ownership by institutional investors moderate the compensation levels. In contrast, corporate governance variables have little association with change in pay. Overall, the results imply agency arguments that advocate pay-for-performance compensation schemes are not major factors in setting top management remuneration in Hong Kong.