论违约责任

违约责任是我国《合同法》中的一项最重要的制度,《合同法》对以往的违约责任制度进行若干补充和完善,其最大的特点在于,增加预期违约责任和加害给付责任,从而构筑了违约责任的真正内涵。以严格责任作为违约责任的一般归责原则,从而强化了违约责任的功能,顺应了合同法的发展趋势。     

对我国合同法违约责任理论的反思

我国《民法通则》和《合同法》关于违约责任规定，与大陆法系民法相比，在违约责任的构成体系上有着重大的区别。根据《民法通则》和《合同法》的规定，违约责任的构成体系包括，实际履行、采取补救措施、赔偿损失、支付违约金，适用定金罚则。而在大陆法系民法上，其违约责任的构成体系，主要是由赔偿损失、     

对我国合同法违约责任理论的反思

<正>我国《民法通则》和《合同法》关于违约责任规定,与大陆法系民法相比,在违约责任的构成体系上有着重大的区别。根据《民法通则》和《合同法》的规定,违约责任的构成体系包括:实际履行、采取补救措施、赔偿损失、支付违约金、适用定金罚则。而在大陆法系民法上,其违约责任的构成体系,主要是由赔偿损失、支付违约金和定金罚则组成。此外在买卖合同、承揽合同中还存在瑕疵担保责任的规定。通过对比,可以发现二者的主要不同之处在于以下几点: 第一,实际履行的性质问题。实际履行在我国民法上被视为一种违约责任的承担方式。而在大陆法系民法上被视为债自身的内在效力,其在债法中的地位与作用类似于物上请求权在物权法中的地位与作     

从一则案例看合同履行中的附随义务

我国《合同法》中所规定的附随义务应为合同履行中的附随义务,包括通知、保护、协助、照顾、保密等义务。但《合同法》中诸如第256条规定的通知义务应属于给付义务,而不是附随义务。违反附随义务原则上属于违约责任的范畴,在加害给付的情况下构成违约责任与侵权责任的竞合,并适用过错归责原则。     

论合同法违约责任的归责原则

民事责任的认定必须遵循一定的归责原则,合同法上的违约责任也要遵循归责原则.本文结合我国现行《合同法》的相关规定,从内涵界定、归责原则、免责事由三个方面对违约责任制度的相关问题进行简要分析,对更好地贯彻民事审判工作精神具有积极的作用和意义.     

到底是过错责任原则 还是无过错责任原则——对联合国《公约》和我国《涉外经济合同法》违约归责原则的探讨

在当代各国的合同法和买卖法中,对于如何确定合同当事人的违约责任,即采取过错责任原则抑或无过铅责任原则,是一个重大问题。这个问题之所以重要,在于它不仅是理论问题,而且是直接关系到在具体事件中评判标准的实际问题。我国《涉外经济合同法》为涉外经济合同的成立、履行、违约责任等一系列问题提供了我国的法律准则。另外,我国已成为联合国《国际货物销售合同公约》的缔约国,该公约今年1月1日开始生效。因此。     

基于合同法背景下贸易违约责任的探讨

贸易违约责任制度是我国现行《合同法》中最重要的制度之一,它不仅可以促使合同当事人双方自觉全面地履行合同义务,预防违约行为的发生,而且在发生违约时,能够通过追究违约方的违约责任,使守约方的损失得到补偿,使违约方受到相应的制裁,从而保护合同当事人的合法权益,维护社会经济秩序。本文主要从违约责任的涵义、形态、违约责任归责原则及承担违约责任的方式等方面对违约责任制度进行简要论析。     

我国《合同法》与《联合国国际货物销售合同公约》违约责任之比较

本文是对我国《合同法》与《《联合国国际货物销售合同公约》在违约责任上的若干比较,主要是从预期违约、特定履行及损害赔偿三个方面进行展开,以更加深入理解和掌握其异同,对我们正确理解法律文本及具体分析案例有积极意义。     

试论旅游合同实际违约责任

文章结合《合同法》、《旅行社管理条例》等法律法规,重点分析旅游合同实际违约责任的定义及现实表现,得出旅游合同实际违约是最常见的和最重要的违约形式,较为详尽违约后各种补救措施。目的是避免纠纷发生,更好保护旅游者和旅行社的合法权益。     

高法出台合同法的司法解释

于5月13日实施的《关于适用（中华人民共和国合同法）若干问题的解释（二）》,主要针对合同的订立、合同的效力、合同的履行、合同的权利义务终止、违约责任等作出具体解释。     

根本违约制度探析

根本违约是从英国普通法上发展而来的一项合同法律制度,后来被《联合国国际货物买卖公约》采纳而成为一个国际性的条款。在当事人一方违约致使另一方订立合同时期望得到并且在正常履行情况下就能够得到的预期利益落空时则构成根本违约,非违约方可以解除合同,对其造成损失的还可以要求赔偿。根本违约制度设立的目的在于限制非违约方滥用解除合同的权利,尽量挽救合同的有效性。     

美国法上惩罚性赔偿在违约中的适用

惩罚性赔偿是美国一个特殊的制度。传统规则上,它一般适用在侵权之诉中,只有在构成独立的侵权的情况下,违反合同才可以被判予惩罚性赔偿。在20世纪70、80年代,惩罚性赔偿在合同领域内适用得到扩展,但后来随着预期违约理论得到普遍承认,惩罚性赔偿在违约中的适用又有所倒退。因此,在美国法上其适用范围经历了一个从扩展到收缩的过程。     

商业合同附随义务根本违约之判断标准

当事人在商业合同中构成附随义务根本违约的判断标准包括:当事人之间须存在有效的合同关系,当事人一方或双方实施了违反附随义务的行为以及违约后果严重致使非违约方合同目的落空。但是,不是只要一方当事人的违约致使他方合同目的落空就必然构成根本违约,基础目的、单方目的、直接目的、初始目的、单一目的的落空必然构成根本违约;而效果目的、嗣后目的的违反不能构成根本违约;间接目的、双方目的和混合目的的违反只有危及合同的根基时才能构成根本违约。     

浅析根本违约制度

将违约形态划分为根本违约与非根本违约有着十分重要的意义,如果构成根本违约,受害方就拥有解除合同的选择权,权益将受到更好的保护。     

论卖方宣告合同无效的法律问题——兼析《联合国国际货物销售合同公约》第64条

在国际货物买卖实践中,当买方违约,卖方解除合同或宣告合同无效的情事时有发生。《联合国国际货物销售合同公约》为解决"自动解除合同"制度下合同解除后合同效力状态的不确定性等问题,设立了"宣告合同无效"的制度。然而,该制度尚不能完全解决合同无效的宣告是否满足合同解除条件的问题,实践中,错误宣告合同无效、非法解除合同现象仍然存在。据此,本文从学理研究和判解研究着手,研习《联合国国际货物销售合同公约》下宣告合同无效制度的价值所在,探讨《联合国国际货物销售合同公约》第64条在司法实践中的运用,并阐释卖方宣告合同无效与买方违约补救的关系,从而进一步廓清《联合国国际货物销售合同公约》"宣告合同无效"制度的价值取向和运用规则,以表一管之见。     

Does an (in)congruent corporate social responsibility strategy affect employees' turnover intention? A configurational analysis in an emerging country

Corporate social responsibility (CSR) initiatives toward internal and external stakeholders can independently contribute to employee attitudes and behaviors. However, little is known about the joint effects of (in)congruent internal-external CSR strategies on employee outcomes. Drawing from social exchange theory, we argue that when employees perceive that their organizations excessively favor CSR efforts to external rather than internal stakeholders, it can trigger a psychological contract breach, resulting in increased employees' turnover intention. We utilized a fuzzy-set qualitative comparative analysis method and the data of 511 employee from various industries in the Philippines to investigate the interaction effects. The results revealed that a congruent CSR strategy with high internal and external CSR perceptions is critical in fulfilling employees' psychological contracts and retaining employees. However, for employees with low perceived internal CSR, a high incongruent CSR perception led to a psychological contract breach and ultimately to high turnover intention. Psychological contract breach weakened the negative joint effect of high perceived internal and external CSR on turnover intention and strengthened the positive effect of high perceived incongruent CSR on turnover intention. Implications for research and practice are discussed.     

That honey,my arsenic: The influence of advanced technologies on service employees’ organizational deviance

Although advanced technologies represent extraordinary opportunities for service organizations, research has come to the fore warning of their negative effects on service employees. Drawing on the cognitive appraisal theory of stress, this study aims to examine the influence of STARA (Smart Technology, Artificial Intelligence, Robotics, and Algorithms) awareness on service employees’ organizational deviance through psychological contract breach, with this path moderated by industrial relations climate. Using a three-wave data from 359 employees in various Chinese service industries, the results indicated that STARA awareness had a positive impact on psychological contract breach, which in turn triggered organizational deviance. Industrial relations climate was an effective remedy in alleviating the positive association between STARA awareness, psychological contract breach, and organizational deviance. This study contributes to the growing body of research on the “downside” of STARA by illustrating organizational deviance as an outcome. It offers insights into how STARA awareness influences employees’ misbehaviors by adding an employee-organization relationship (i.e., psychological contract breach) perspective and advances our knowledge of a potential safeguard (i.e., industrial relations climate) that organizations can employ to minimize the negative consequences of STARA awareness.     

When Organizations Break Their Promises: Employee Reactions to Unfair Processes and Treatment

Research has shown that the strongest reactions to organizational injustice occur when an employee perceives both unfair outcomes (distributive injustice) and unfair and unethical procedures and treatment. Utilizing the Referent Cognitions Theory (RCT) framework, this study investigates how a form of distributive injustice, psychological contract breach, along with procedural and interactional injustice influences employees' negative attitudes and behaviors. More specifically, the interactional effects of these forms of injustices should be notably greater than those exhibited when an employee of the organization, following a contract breach, perceives both fair and ethical processes and treatment. Three hundred and twenty-two employees from a variety of organizational settings completed measures of contract breach, procedural injustice, interactional injustice, and negative affect toward the organization. Their respective supervisors completed a measure of deviant work behaviors. Results revealed a three-way interaction between contract breach, procedural injustice, and interactional injustice on negative affect and deviant work behavior. The nature of the interaction was further investigated through simple slope analyses. Consistent with the study's propositions, deviant work behavior was higher following a contract breach when both procedural and interactional injustice were high. However, the association between negative affect and breach was high when both forms of injustices were high and when only interactional injustice was high. Study contributions and limitations as well as theoretical and ethical implications are discussed.     

管理理念对心理契约破裂的影响:国有企业和民营企业的比较

通过对1022名国有企业和民营企业员工的问卷调查,探讨不同所有制企业雇员的管理理念对心理契约破裂的影响.结果表明:国有企业员工的心理契约破裂程度显著高于民营企业;市场竞争理念对心理契约破裂有显著的负向影响,在国有企业中其影响更强;雇员价值理念对心理契约破裂有显著的正向影响,在民营企业中其影响更强.为降低心理契约破裂对员工和组织的影响,国有企业应营造有利于市场竞争的组织氛围,而民营企业应更好地满足员工的需求.     

基于社会交换的组织公正与心理契约违背关系研究

通过对中国文化背景下,组织公正、社会交换关系变量与员工心理契约违背间的关系研究,运用结构方程建模技术对35家企业410位员工的调查数据进行检验。结果表明：组织公正和领导－部属交换关系问卷具有良好的构思效度;组织支持感和领导－部属交换关系对组织公正各维度均有显著的预测作用;程序公正、互动公正是心理契约违背感的有效预测指标,对组织支持感与心理契约违背间的关系具有部分中介作用,组织支持感还会对心理契约违背产生直接影响;领导－部属交换关系完全通过组织公正的中介作用对员工心理契约违背感产生影响。因此,文章在检验中国文化背景下组织公正维度结构的基础上,拓展了组织公正、社会交换关系变量与员工心理反应的关系研究。