个人信用保证机制的征信制度和诉讼制度比较研究

征信体系通过建立一种声誉制度,促进人类合作、提高群体成员效用和福利。个人信用保证机制的征信制度和诉讼制度哪个成本更低、相对价值更高需要客观分析。在完全竞争的信贷市场研究场景下,声誉机制有引致合作行为的能力;扩展博弈下,诉讼制度的威胁使得借贷者施加一个高的努力程度,提高了社会总剩余。基于现代信息技术的声誉机制出现以后,存在于每个银行内部的声誉就变成了一个统一、全范围扩展的声誉机制,所以声誉制度比诉讼制度可以获得更高的社会总剩余。     

Trust,Satisfaction and Loyalty in Customer Relationship Management

SUMMARY

In an attempt to increase customer loyalty amid increasingly competitive business environments, organizations are looking to customer relationship management (CRM) to help provide a solution. In spite of CRM failure rates cited as being as high as 70%, organizations continue to invest hundreds of thousands of dollars on CRM implementations. Attempts of past research to resolve why failure rates are so high have tended to focus on technological factors such as database integration or factors internal to the organization such as system adoption or organizational culture. While these areas are important, reactions of customers may also play a role. This paper uses justice theory to investigate the potential impact that customer involvement in a CRM implementation may have on customer loyalty. Propositions are provided to guide future research.     

Mandatory and binding arbitration: Effects on employee attitudes and recruiting results

This paper reports the results of two studies undertaken in the same Fortune 500 company as it adopted an Alternative Dispute Resolution (ADR) program. Study 1 assessed employees' perceptions of fairness, trust, and turnover intentions regarding ADR options. Compared with other options for ADR, a program consisting of mandatory mediation followed by mandatory and binding arbitration (MMBA) resulted in significantly lower levels of procedural fairness perception, organizational trust, and intentions to stay with the firm. Contrary to previous research, no significant effects were found related to respondents' demographic characteristics and their reactions to ADR program characteristics. In Study 2, job‐applicant flow data were evaluated and compared by corporate region to determine the effects of an MMBA program installed in one region. Results revealed no significant effects related to the MMBA program on the organization's ability to recruit and ultimately fill key positions. As in Study 1, no significant effects were found in Study 2 for the demographic characteristics of applicant race/ethnicity, gender, or age on applicant recruitment decisions. Although Study 2 results indicated job candidates are unaffected by the existence of an MMBA program, given Study 1's results, practitioners should be cautious about implementing such a program for current employees. © 2011 Wiley Periodicals, Inc.     

Procedural Fairness, Return to Work, and the Decision to Dispute in Workers' Compensation

This study investigates how injured workers evaluate the fairness of the workers' compensation claims process and how that evaluation affects the decision to formally dispute their claim. Survey and administrative data are used to test a model where individuals are hypothesized to base their overall impression of the fairness of the process based on dimensions of procedural justice criteria. They are then hypothesized to decide whether to formally dispute the claim based on a combination of procedural fairness concerns and whether or not they returned to work with the same employer. The implications of the results for structuring the workers' compensation claims process are then discussed.     

Organizational governance and the grievance process: In need of a new model for resolving workplace issues

This article begins by providing insights from the research literature on the union and nonunion grievance processes in the United States. We then take a look at the status of “voice” in the American workplace and identify both inherent and practical implementation problems in providing employee “voice” regarding workplace rules. Finally, we lay out the elements of a viable system that would best meet the criteria for procedural and substantive due process in the employment relationship.     

物业税法律体系构建

我国目前尚缺乏完备的物业税法律体系。一套完备且实操性良好的物业税法律体系是物业税改革成功的基础和保证。我国物业税法律体系的构建应遵循以下原则：将物业税立法权归中央,物业税税收行政权完全划归地方。即由中央制定物业税基本法,各地方根据本地区实际情况制定物业税实施细则。     

中、印反倾销法律制度比较研究

当前,反倾销已经成为世界各国防止倾销、保护国内产业的一种普遍策略。在此背景下,印度针对我国产品的反倾销调查案件居该国之首。对此,本文就中国与印度反倾销法的法律渊源、实体法、程序法等方面进行了对比研究,这对进一步完善我国的反倾销立法,更好地解决两国目前所面临的贸易阻力有着重要的积极意义。     

基于过程性考核为主的GMP实用技术课程教学改革

在GMP实用技术课程的项目化教学改革中,改变以往期末考试试卷"一卷"定成绩的方式,采用以过程性考核为主的课程考核方式,通过强化过程性考核,对GMP教学内容进行调整,对课程的考核方法、考核手段进行改革,强化学生对考核的参与度。     

起点公平、过程公平、结果公平与分配公平满意度*

深入研究居民对现阶段分配公平满意程度的认知、判断与评价,对于政府制定科学合理的调控政策、促进分配公平、提高居民满意程度、维护社会和谐与稳定具有十分重要的意义。本文基于浙江省11个地区958份居民家庭问卷调查数据,对居民收入分配不平等程度与分配公平满意度现状进行统计分析,构建Ordered Probit模型,从起点公平、过程公平、结果公平等方面对分配公平满意度的主要影响因素进行实证研究。研究结果表明：现阶段收入分配不平等程度较大,但居民对收入分配公平满意度相对较高。起点公平、过程公平、结果公平、人力资本、物质资本、社会保障对分配公平满意度有显著的正向影响。其中人力资本、起点公平、结果公平、社会保障对分配公平满意度的正向影响程度较大,过程公平对分配公平满意度的正向影响程度次之,而家庭劳动力人数、物质资本对分配公平满意度的正向影响程度较小。这一研究结果提供了重要的政策启示。     

营销渠道中依赖、公平与角色外利他行为

文章以交易成本理论与企业资源基础观为理论基础,营销渠道中经销商的角色外利他行为为研究对象,检验了经销商依赖、公平感知对其角色外利他行为的影响关系。通过问卷调查,获得660个经销商的有效样本数据,应用SPSS18.0软件和多元层次回归方法对研究假设进行检验。研究结果表明：经销商依赖、分配公平、程序公平对其角色外利他行为均有显著的正向影响;经销商依赖对分配公平、程序公平与角色外利他行为的影响关系具有不同的调节作用,在经销商依赖程度高的情况下,分配公平对角色外利他行为的正向影响作用变强,程序公平对角色外利他行为的正向影响作用变弱。最后,文章讨论了研究结果与应用及未来的研究方向。