合同管理风险及其AHP群决策分析

文章将合同风险分为合同管理风险和合同法律风险,利用专家调查表法识别合同管理风险,分为组织结构风险、人力资源风险、合同管理制度风险、合同业务流程风险、合同信息管理风险．标准文本风险六部分。然后利用AHP群决策方法,分析这五类风险的重要性程度,一方面填补该领域的研究空白,同时也为企业法律工作者尤其是合同管理者提供管理思路。     

科研事业单位合同管理的关键风险点及其应对措施

合同管理是企业内部控制业务的重要内容科研事业单位合同管理过程中的关键风险点主要有：管理者经营意识、法律意识风险;合同信息安全风险;合同订立风险和合同执行风险等,必须提高管理层的经营意识和法律意识,提高风险防范水平,严格业务办理程序,加强内外部沟通协作,从而防范和化解合同管理的风险。     

建筑工程合同管理与风险防范控制研究

建筑工程合同是维护合同双方权利、义务的法律凭证,做好合同管理和风险防范工作可以确保双方的切身利益。文章通过阐述建筑工程合同管理的意义,分析建筑工程合同管理的风险,同时提出加强建筑工程合同管理与风险控制的措施,为组织开展建筑工程合同管理与风险防范控制工作提供参考。     

资格后审中激励机制对业主和承包商的博弈影响

随着建筑业的发展,工程中的合同形式也越来越多元化,而不同的合同形式业主和承包商所承担的风险也是不同的,业主为了减少风险更多的在合同中采取激励机制。文本主要站在业主的角度,运用不对称信息博弈理论,探讨了在招投标过程中采用资格后审的情况下,业主采取激励机制所可能承担的风险和损失,并据此提出了几点建议,有助于业主和承包商双方最终达到双赢的局面。     

供应链风险下的采购策略研究

在采购合同组合管理的基础上,借鉴了ABC分析方法的思想。主要探讨了在不同风险水平下,采购商与不同类型的供应商如何签订期权合同和长期定量合同以达到期望成本最低的目标。分别讨论了签订期权合同和没有签订期权合同这两种情况,并在此基础上提出了一个简单有效的设计期权合同和长期定量合同的方法。     

论合同能源管理的风险控制体系

合同能源管理(EPC)风险具有多样性和复杂性,需要我们在设计应对策略时系统考量。本文从合同能源管理的风险回避、风险防范、风险分配、风险转移等四个方面论述合同能源管理的风险控制体系。     

电力物资采购合同风险管理探讨

电力企业在物资采购过程中会存在一定的风险,尤其是合同管理方面的风险尤为突出,合同风险与采购一般风险有着密切的关联,要控制合同风险就要采取综合的方法。文章对电力物资采购合同风险的分类进行了论述,构建了采购合同风险识别指标体系,最后针对电力物资采购合同风险提出了一系列的应对措施。     

企业合同管理中的风险控制措施研究

本文首先对企业管理中风险是如何存在的以及相关特征做一个介绍,然后从企业合同出发,具体分析企业合同管理中存在哪些风险因素,并从这些风险因素出发,从合同的签订、合同的内容、合同的履行过程这三方面来说明如何加强风险控制。     

电力物资采购合同风险管理探讨

电力企业在物资采购过程中会存在一定的风险,尤其是合同管理方面的风险尤为突出,合同风险与采购一般风险有着密切的关联,要控制合同风险就要采取综合的方法。文章对电力物资采购合同风险的分类进行了论述,构建了采购合同风险识别指标体系,最后针对电力物资采购合同风险提出了一系列的应对措施。     

考虑质量风险的养老服务供应链契约研究

服务质量是养老服务的重要因素。针对我国养老问题,结合养老服务供应链思想,通过建立单集成商、多合作性提供商的质量风险模型,研究集成商和提供商之间不同质量激励合同对服务质量和供应链收益等要素的影响,探讨了合同成立的潜在条件,并分析了合同内变量之间存在的潜在关系。发现在满足一定条件时,适当的激励系数会使得提供商产生合作关系、提高风险防范水平并增加供应链各部分收益。对供应链风险环境下有效激励合同的建立提供一定理论依据。     

总价包干合同的成本预测和控制

总价包干是目前使用较为广泛的一种建筑市场承发包方式。对项目业主而言,总价包干方式的投资额一目了然,有利于控制投资成本。对于承包商而言,总价包干方式虽然有获利较大的机会,但风险要比其他承包方式大得多。减少这种承发包方式风险的最有效方法是成本控制法：通过合同形成前的成本测算控制承包总价,并通过落实项目承包责任制和项目成本监管来实施项目成本控制。文章结合项目合同的2个阶段的情况,分析探讨规避和消除总价包干方式风险的主要方法和措施。     

浅析施工企业合同风险防范

尽可能有效地防范和控制施工合同风险，是施工企业普遍面临的问题。文章对施工企业合同风险的主要形式作了分析和概括，提出了防范合同风险的措施，以期对加强工程合同管理和增强合同履行的风险意识有所借鉴。     

劳动合同违约责任研究

文章从劳动合同违约责任的概念、特征入手,深入分析了劳动合同违约责任的特有特征、动合同违约责任承担方式等,最后针对劳动合同违约责任的特点提出了一些司法立法建议。     

论第三方物流合同违约责任的归责原则

20世纪末,第三方物流迅速发展,由传统第三方物流逐渐向现代整合性第三方物流过渡,相应的,第三方物流合同也逐渐从传统的运输、仓储合同向类型结合型的第三方物流合同转化。这种类型结合型的第三方物流合同系无名合同,其裁判依据包括双方之间订立的第三方物流合同本身(包括补充协议、体系解释、交易习惯)和民事法律规范。从双方之间订立的第三方物流合同角度而言,其违约责任多采用的是严格责任归责原则。从民事法律规范的角度来说,基于个案中能否确认货损发生的区间,第三方物流合同适用不同的违约责任的归责原则,或适用《合同法》总则的严格责任原则,或适用损失确认区间适用法律的违约责任的归责原则。     

Settling the Score: The Role of Organizational Justice in the Relationship Between Psychological Contract Breach and Anticitizenship Behavior

This study investigated the role of psychological contract breach, procedural justice, and interactional justice in influencing employees' anticitizenship behaviors. It was posited that the association between contract breach and these negative employee outcomes would be moderated by perceptions of both procedural and interactional justice. In particular, employees' anticitizenship behaviors are hypothesized to be higher following a breach when both procedural and interactional justice are low. One hundred and sixty-five employees from a variety of organizational settings completed measures of contract breach, procedural justice, and interactional justice whereas their respective supervisors completed a measure of anticitizenship behavior. Results revealed a 3-way interaction between contract breach, procedural justice, and interactional justice on anticitizenship behavior. The nature of the interaction was further investigated through simple slope analyses. Consistent with the study's propositions, anticitizenship behavior was higher following a contract breach when both procedural and interactional justice were low. Theoretical and practical implications as well as directions for future research are discussed.     

Psychological Contract Breach in a Chinese Context: An Integrative Approach

ABSTRACT    This study examined the antecedents and outcomes of psychological contract breach as well as why and how psychological contract breach is related to these outcomes. Respondents were Hong Kong Chinese employees (N=152). Results showed organizational change and history of contract breach to be related to psychological contract breach which, in turn, was related to turnover intentions, psychological withdrawal behaviour, and civic virtue. Further, trust in employer fully mediated the relationship between psychological contract breach and the work outcomes of psychological withdrawal behaviour and civic virtue but partially mediated the psychological contract breach–turnover intentions relationship. Lastly, interactional justice failed to moderate the relationship between psychological contract breach and the work outcomes.     

Mentors,supervisors and role models: do they reduce the effects of psychological contract breach?

Psychological contract breach has become a significant problem for many organisations in today's business environment because it fosters a belief within employees that the organisation does not support them. Accordingly, we examine whether organisations can diminish the negative impact of psychological contract breach on perceived organisational support (POS) by providing employees with mentors, supportive supervisors and role models. In Study 1, we found that mentor relationships moderated the relationship between psychological contract breach and POS six months later. In Study 2, we showed that mentor relationships and supervisor support reduced the negative impact of contract breach on POS. Contrary to expectations, employees who maintained relationships with role models reported lower levels of POS in response to psychological contract breach than those employees who reported that they did not have role models in their organisations. Implications for research and practice are discussed.     

Testing approach and avoidance motives and job satisfaction: psychological contract breach as a moderator of the mediating roles of tactics

This study tested the mediating roles of both voice and facades of conformity in the relationship between regulatory foci and job satisfaction and the extent to which the mediating roles is moderated by psychological contract breach among a sample of 271 military recruits in Taiwan. Results suggest that voice and facades of conformity mediated the relationship between regulatory foci and job satisfaction. Also, results suggest that perceived breach moderates this mediating pathway: Strong psychological contract breach increases the relationship between promotion focus and voice in the case of job satisfaction. On the other hand, psychological contract breach strongly moderates the relationship between prevention focus and facades of conformity in the case of low job satisfaction. Results are discussed in view of the importance of (a) including the measure of regulatory focus in future studies, (b) the mediating roles of different tactics in explaining the relationship between regulatory foci and job satisfaction and (c) the moderating role of psychological contract breach as a negative workplace event. Implications for the results are discussed.     

招投标阶段施工企业的风险分析与防范

运用系统工程原理,针对工程招投标阶段施工企业面临的风险进行分析,侧重于评标方法和合同风险分析,力求探索出系统背后的结构,并在此基础上提出了不同情况下施工企业应对风险的措施。     

How mass layoffs are related to lower job performance and OCB among surviving employees in Chile: an investigation of the essential role of psychological contract

This study aimed to investigate how mass layoffs impact surviving employees in organizations. More specifically, this study ascertained the relationships between mass layoffs and employee work behaviors. It was theorized that mass layoffs will be negatively related to employee performance and organizational citizenship behaviors (OCB) through its relationships with job insecurity and psychological contract breach. Moreover, it was expected that perceived manager support would buffer against the negative relations of contract breach with employee performance and OCB. A study among 615 employees in multiple Chilean organizations showed support for the hypotheses: job insecurity and psychological contract breach mediated the relationships between mass layoffs and employee performance and OCB. We also found moderating relationships of manager support, but the relations of breach with performance and OCB were particularly negative when manager support was high, indicating feelings of betrayal among high-support employees in response to contract breach. Moreover, the relation of contract breach with performance was positive for low-support employees, and non-significant for high-support employees. Our study advances understanding of the processes underlying how mass layoffs influence employee behavior in the workplace, through introducing the psychological contract as a way of understanding the relationships.