Privacy and Personnel Selection: Reciprocal Rights and Responsibilities

Previous models of invasion of privacy in selection have stressed applicant rights to the exclusion of applicant responsibilities, and have slighted organizational incumbents' needs to acquire accurate knowledge about prospective co-workers. To correct this imbalance, a reciprocal model, enumerating and justifying possible rights and responsibilities of applicants, organizational management, and organizational incumbents, is postulated. This normative model is contrasted with the current mistrust that characterizes many selection interactions. Propositions suggesting ways of gaining the information that organizations require, while still respecting the privacy needs of applicants, are advanced. Tentative suggestions for how human resource professionals could initiate these positive changes are suggested as well.     

The family and medical leave act of 1993: Employee rights and responsibilities,employer rights and responsibilities

The Family and Medical Leave Act (FMLA) was signed into law on February 5, 1993 after approximately eight years of controversial discussion in Congress. The FMLA provides up to 12 weeks of unpaid leave for eligible employees for the birth or placement for adoption or foster care of a child, to care for a child, spouse, or parent with a serious health condition, or for the employee’s own serious health condition. The Act is intended to help individuals balance their home obligations with their work obligations. This article highlights both employee rights and responsibilities afforded by the FMLA and employer rights and responsibilities under the Act.     

Sexual harassment: Rights and responsibilities

This article briefly reviews the development of a philosophy about sexual harassment at work and legal protection for victims of harassment. It then focuses on the rights and responsibilities of three groups affected by sexual harassment: the target of harassment, the alleged harasser, and the employing organization. A discussion follows regarding the current status of the rights and responsibilities of the relevant parties as well as opportunities for abuse of rights and abnegation of responsibilities.     

需求培育、权责均等与农村集体经济困境摆脱

1978年以来,发展农村集体经济的目的是配合解决不同时期农业、农村的主要问题,因此,农村集体经济困局的形成不是孤立的,而是问题导向下国家的政策目标以及配套的制度安排使然。大力推进农村集体产权制度改革,需要解决城中村、城郊村和经济发达村过度依赖土地等要素增值收益等问题;设计合理的集体资产权益的分享与继承方式;优化农村集体资产股份退出范围;等等。     

如何建立合理的企业医疗保险机制

文章从实际出发,论述建立企业医疗保险机制的必要性和重要意义,着重探讨如何正确界定社会医疗保险领域参与各方的责、权、利关系,遏制医疗保险中的浪费及潜在浪费的方法,强化对医疗服务提供方的制约和调控等问题,具有一定的理论性和实践意义。     

<Emphasis Type="Italic">Employment with a Human Face</Emphasis>: The Author Responds

In this article, the author of Employment with a Human Face: Balancing Efficiency, Equity, and Voice responds to the four commentary essays that appeared in the June 2005 issue of this journal.     

An essay on organizational citizenship behavior

This article advocates a more comprehensive understanding of job performance and organizational citizenship behavior (OCB) than that employed by earlier researchers on those topics. Using the intellectual heritage of the word citizenship from political philosophy and related disciplines, OCB is positioned as the organizational equivalent of citizen responsibilities, of which there are three categories: obedience, loyalty, and political participation. Two other key citizenship concepts, relational ties and citizen rights, are described, and a set of ten research propositions is offered relating the citizenship concepts to one another. Suggestions for other areas of investigation are also provided. Finally, the advantages of using OCB as a global measure of individual behavior at work are defended.     

企业年金权益投资动态配置

文章从扩大权益投资配置比例、投资监管模式的转变和调整权益投资配置比例等方面探讨了企业年金权益投资的动态配置,以期有效实现企业年金投资目标。     

我国封闭式小区与西方私有社区比较研究

比较了我国封闭式小区与西方私有社区之间的异同,研究了我国小区的制度结构、主要影响因素和潜在的问题。指出我国小区和西方私有社区有着同样的制度结构,体现了物业所有者和集体品提供者的整合,两者的差别主要表现在我国小区多采用防卫性设施,小区的规约偏重于物业管理,对住房隔离的影响不大,小区面临许多公共约束等方面。最后探讨了造成这些差别的原因,并进一步讨论了我国小区潜在的问题和可能的解决对策。     

Efficiency,Equity, and Voice as Moral Imperatives

The thesis of this book is that efficiency, equity and voice are all human rights and should be treated as such by individuals, corporations and governments. The author reviews a wide range of philosophical and religious material that affirms the human rights nature of these aspects of employment relations. He also assesses a broad spectrum of approaches to employment relations against the standards of efficiency, equity and voice. Of particular note is the author’s critique of contemporary mainstream economics for subordinating voice to efficiency.     

注册会计师法律责任的功能及其组合分析

本文对注册会计师法律责任的功能体系和法律责任功能的组合问题进行了初步探讨,认为注册会计师法律责任的解决冲突、沟通期望、弥补损失、抑制、威慑功能是法律责任的功能的具体延伸,是法律责任的惩罚、补偿、预防功能的组合运用。     

Workers,communities, and industrial property: An emerging language of rights

Out of recent national debates and local struggles over plant closings, an alternative language of industrial property rights has emerged. This language places the rights of workers and communities above, or on a par with, those of owners and managers. While this new language of rights coexists with more traditional conceptions of owner/manager prerogatives, its emergence suggests that rights of property ownership, which are often seen as relatively immutable structural constraints upon the capitalist labor process, may themselves be contested and subject to change.     

The need to improve the formation of the modern academic employment contract

Faculty policy and procedure manuals are an integral part of academic employment contracts. Yet their importance is underestimated by instructors and educational institutions alike. They are usually referred to in crisis situations only, when the relationship between an educator and a school has begun to deteriorate. It is at this point that faculty allege a violation of their rights and turn to written documentation to support their contention. Colleges and universities, who as the drafters of these documents are thoroughly familiar with their contents, are forced to respond by using the handbooks as shields against legal claims. An academic's failure to review faculty manuals at the outset of employment experience leaves himself uninformed as to his rights as an employee and vulnerable to attacks regarding his responsibilities as a professional.     

论会计责任与审计责任的界定

自20世纪60年代中期以来,全球相继涌现了“诉讼爆炸”现象,被称为“注册会计师法律责任的黑暗年代”。确定注册会计师的法律责任,会计责任与审计责任的科学区分和合理承担则是前提和关键。本文拟从基本概念入手,试图分析会计责任与审计责任的关系、二者混同的原因,进而提出界定会计责任与审计责任的建议。     

“The Times They Are a-Changin”: Family Responsibilities Discrimination and the EEOC

Family responsibilities discrimination, bias against workers based on their responsibilities to care for family members is widespread in many organizations and is rapidly becoming a twenty-first century workplace concern. Employers who harass, pass over for promotion, and even terminate workers because they care for children, elderly parents or spouses, or disabled family members have been sued with more frequency and have been paying increasing amounts in verdicts. Recently, the EEOC took an important step toward ending this discrimination by issuing enforcement guidelines that will educate employers and employees about family responsibilities discrimination and caregivers’ rights and responsibilities. The Guidelines explain how federal equal employment opportunity laws apply to workers who struggle to balance work and family, and what firms can do to avoid potential legal problems and accompanying liabilities with respect to family responsibilities and caregiving discrimination.

控制权结构与股权激励有效期设定——基于资本市场的实证研究

以2006至2015年间我国推出股权激励计划的上市公司为研究对象,从控制权结构视角,本文研究了实际控制人控制权结构对股权激励有效期设定的影响。研究发现,实际控制人控制权比例与上市公司所设定的股权激励有效期长短显著正相关;相对于非国有控股公司,国有控股公司所设定的激励有效期更长,并且国有控股公司实际控制人控制权对上市公司所设定的激励有效期的正向影响程度更大;当管理层权力较弱时,实际控制人控制权与激励有效期之间的正相关关系会增强。本文从激励有效期设定的角度,丰富了股权激励有效性研究文献;同时,从实际控制人控制权结构视角,拓展了股权激励契约设计的影响因素研究。     

管理层风险偏好异质性、股权结构与股权激励模式组合

近年来,越来越多上市公司在推出的同一期股权激励计划中同时包含两种以上股权激励模式.以2006-2020 年实施股权激励模式组合计划的沪深A股上市公司为研究对象,实证研究管理层风险偏好异质性对上市公司股权激励模式组合选择行为的影响,并探究股权结构对两者关系的调节作用.研究发现:管理层风险偏好异质性越大,公司越有可能选择股权激励模式组合,以匹配管理层异质性的风险偏好,从而实现管理层风险承担总水平最优;股权结构对管理层风险偏好异质性与股权激励模式组合选择之间关系具有显著的调节效应,国有控股和股权集中度增大能够弱化管理层风险偏好异质性对股权激励模式组合选择的正向影响;股权激励模式组合能够匹配管理层风险偏好异质性,使得管理层风险承担总水平实现最优,进而提升公司价值.