历史时期祁连山区森林演化及影响因子分析——以清至民国为研究时段

清代至民国期间祁连山区森林总体呈现逐渐减少的演化趋势。通过对影响因素的分析,可以排除自然因素的影响,不合理的人类活动是造成清至民国期间祁连山区森林这种演化趋势的主要驱动因素。人类活动对祁连山区森林的破坏主要有农业垦殖、木材买卖贸易、矿业开发、烧制木炭、以及战争毁林等其它途径。这期间人们也不乏对祁连山区森林的保护,但总体上没有能遏制森林不断减少的趋势。     

国家法与习惯法之协调融合——民国时期广东耕地租佃法律制度探究

文章基于考证民国时期国家租佃法制与广东地方习惯规则之协调融合的关系,探析广东耕地租佃法律制度的基本特点;再结合台湾与大陆农地制度的改革历程,试探借鉴当前《物权法》立法理念下农地使用制度改革创新的可行途径及政策建议。     

The unanimity rule and religious fractionalisation in the Polish-Lithuanian Republic

This paper analyses the role of the unanimity rule—known as liberum veto—in medieval Poland. We argue that the primary effect of the liberum veto was that it secured religious freedom and established domestic peace in an otherwise deeply divided and fractionalised country. What is more, this institution succeeded in doing so during an era which was characterised by violent religious conflicts and rise of absolutist monarchies throughout the European continent. Even after 1652, when the liberum veto seemed to have practically paralysed the decision-making of Polish-Lithuanian parliament, there were still reasons—related to religious issues—why its use could have been preferable to less inclusive voting rules. It can be argued, however, that the use of unanimity was not warranted in questions related to defence, especially in situations of national emergency, although it is questionable to which extent the sole presence of the liberum veto was susceptible to bring about the demise of the Polish-Lithuanian Republic.

乌兹别克斯坦投资法律环境的利弊分析

中国与乌兹别克斯坦建交以来,两国间贸易额连年增长,乌兹别克斯坦已成为我国在中亚五国中的第三大贸易投资伙伴,但中国投资者因对乌兹别克斯坦投资法律环境了解不够充分而导致投资失败的案例举不胜举。深入分析乌兹别克斯坦投资法律环境的利弊将有利于中国投资者审慎决策,为此,本文对乌兹别克斯坦的投资法律环境进行了分析,认为有利方面表现在鸟兹别克斯坦不断完善其税收体系、从法律上保障外国投资者的权益、对内外资提供基本一致的法律保护和向外资提供各种优惠政策等;不利方面表现在对外资准入、企业经营以及外资退出等方面还存在着不同程度的限制。     

民国事前审计制度评述

民国在建立之初,债台高举、财政纷乱的局面促使政府移植了国外的事前审计制度并不断健全完善形成特色,对防止浮滥不法的财政支出、促进相关制度的建设发挥了一定的效用,但由于当时的社会政治环境,事前审计经常受到行政部门抵制,加之审计资源有限、制度设计的不足等诸多因素,事前审计的制度和实践之间还存在落差。     

Line and HR executives' perceptions of HR effectiveness in firms in the People's Republic of China

This paper examines the differences in perceptions of the importance and effectiveness of human resources (HR) practices in firms operating in the People's Republic of China. The major finding is that while there are no significant differences between HR and line executives' perceptions of the importance of each functional area in human resource management (HRM), there are significant differences between line and HR executives' perceptions of the effectiveness of these areas. Line and HR executives both view the issue of securing, developing and maintaining human resources as a critical issue for the execution of daily operations and long-term strategic plans. However, line executives perceive HR performance effectiveness as significantly lower in these functional areas than HR executives do. Therefore, HR departments are not meeting the performance expectations of line executives. There are three possible reasons for the poor performance of HR departments. First, government intervention may limit HR departments' ability to act strategically. Second, HR departments may not have enough power to act strategically. Third, HR departments may have few capabilities to respond to line executives' demands.     

Introducing benchmarking in the Czech Republic and Slovakia

Abstract

In many cases the introduction of performance evaluation, performance management and performance financing schemes do not produce the expected results and even create perverse effects. The risks connected with their improper implementation are much higher in developing and transition countries, where the public sector is over-politicized, policy and management capacities are inadequate and resources and experience are limited or often almost absent.

Our study provides basic selected data on the use of benchmarking in public administration bodies in the Czech Republic and Slovakia. The findings are clear. In spite of its high potential, benchmarking is not used regularly and properly either in Slovakia or in Czechia. Subjective barriers of its implementation, for example lack of accountability, the rent seeking attitudes of elected politicians and ineffective public services schemes might be most important limits. The situation is slowly improving, but the progress will be naturally limited by territorial fragmentation.     

Management strategies in the Czech telecommunications sector: a comparative study of Český Telecom and T-Mobile

This article compares employment relations (ER) strategies at the incumbent fixed line Czech telecommunications company (TelCo), ?eský Telecom (?T), and the T-Mobile subsidiary, T-Mobile Czech Republic (TMCZ). It considers the extent to which the firms were able to introduce Western-style HRM practices within the context of three changing dynamics. First, the collapse of communism in the former Czechoslovakia was followed by rapid economic liberalization and privatization in the Czech Republic. Second, telecommunications sectors worldwide were subject to deregulation and the rapid diffusion of new technologies. Third, fixed line and mobile TelCos were subject to differing challenges and opportunities. The article uses path dependency, institutionalist and strategic human resource management (SHRM) related theories to assist in this analysis. It concludes that by 2005 the introduction of Western-style HRM practices into the Czech telecommunications sector appeared less constrained by former institutional and historical constraints. TMCZ's ER policies were further influenced by its parent firm's transnational strategies that sought to coordinate better its subsidiaries and create a ‘global’ brand. Despite the differing circumstances of the fixed line and mobile sectors, by 2005 ER practices and strategies at the two firms were to an extent converging, as ?T continued to cut costs and TMCZ adjusted its strategies to better accommodate a saturated market. Given these changes the article postulates that the Czech telecommunications sector has now shifted towards a mature transformation stage, as ER strategies increasingly reflect Western-based SHRM practices and concepts.     

Decision of the General Administration of Customs concerning Amending the Measures of the Customs of the People's Republic of China for the Supervision of Processing Trade Goods

For the purpose of adapting to the changes in processing trade and regularizing the relevant business of processing trade,the General Administration of Customs has decided to make the following amendments to the Measures of the Customs of the People's Republic of China for the Supervision of Processing Trade Goods (Decree No.13 of the General Administration of Customs,hereinafter referred to as the Measures):