税及税法的正当性研究

关于税及税法的正当性研究,学者们大都集中从宪法及相关法律中去解读,也就是从税收法定主义的角度上去分析,这是远远不够的。笔者认为,税及税法的正当性包括形式正当性和实质正当性。形式正当性为:税收法定主义,由于我国的特殊性,笔者在对税收法定主义检讨的基础上,提出我国尚没有严格意义上的税收法定主义;实质正当性为:课税对象的市场关联性以及量能课税理论和对偿理论的互动、配合。只有从形式正当性和实质正当性上去分析才能为税及税法的正当性找到理论依据、为其奠定理论基石,才能更好地为税法的定性提供理论来源。     

Gender Mainstreaming and Corporate Social Responsibility: Reporting Workplace Issues

This paper investigates the potential and actual contribution of corporate social responsibility (CSR) to gender equality in a framework of gender mainstreaming (GM). It introduces GM as combining technical systems (monitoring, reporting, evaluating) with political processes (women’s participation in decision-making) and considers the ways in which this is compatible with CSR agendas. It examines the inclusion of gender equality criteria within three related CSR tools: human capital management (HCM) reporting, CSR reporting guidelines, and socially responsible investment (SRI) criteria on employee and diversity issues. Although evidence is found of gender equality information being requested within several CSR related reporting frameworks, these requirements are mostly limited in scope, or remain optional elements. The nature and extent of relevant stakeholder opportunities are investigated to explain this unfulfilled potential.     

Positive gender congruency effects on shopper responses: Field evidence from a gender egalitarian culture

This field study examined how customer-employee interactions are affected by the congruency between an employee's gender and the perceived gender image of the consumption context in one of the most gender equal cultures in the world (Scandinavia). Mystery shoppers had a service encounter with an employee across a set of physical commercial settings that were classified according to their gender image. The mystery shoppers noted the gender of the employee, provided employee evaluations, and indicated word-of-mouth (WOM) ratings. Shoppers who had a gender congruent service encounter (e.g., a female employee in a “feminine” consumption context) reported more favorable employee evaluations and WOM ratings than shoppers who had a gender incongruent service encounter (e.g., a female employee in a “masculine” consumption context), with the impact of gender congruency on WOM ratings mediated by employee evaluations, particularly with respect to competence inferences. These findings highlight the ethical dilemma of a positive gender congruency effect, as it can generate superior consumer responses but also risks resulting in gender occupational segregation.     

A Challenge in Our Time: Issues of Race in Supply Chain Management

This editorial addresses one of the greatest challenges of our time—racial inequality. Logistics and supply chain management (SCM) factor prominently in people’s everyday experiences, as consumers of products and logistics services as well as through participation in logistics and supply chain workforces. These everyday experiences can be quite disparate depending on one’s race. As academics, we have a responsibility to peel back the layers of how these issues of race and diversity impact and interact with supply chain phenomena. This editorial is intended to bolster conversation around these issues. We identify compelling themes that merit consideration and, perhaps, deeper investigation, including race as an individual difference variable in our research, race in SCM talent and leadership, and race and racism in SCM execution. We also call for more research that addresses racial inclusion and equal access in other aspects of SCM in light of its far-reaching influence in the realms of business and society. The time has come to address these pervasive issues affecting organizations and individuals. We also introduce the articles appearing in the current issue of the journal.     

Individualization and Marketization of Responsibility for Gender Equality: The Case of Female Managers in China

This article investigates the question of where the responsibility for promoting gender equality resides in the Chinese employment context. Utilizing Acker's (2006) inequality regimes framework, the study explores women's underrepresentation in management roles in China and explains the persistence of gender inequalities in managerial echelons of Chinese organizations. Based on 30 interviews with female managers, the findings demonstrate the marketization and individualization of gender equality in organizational activity. The existing gender inequality, and the lack of responsibility for tackling it, has been either legitimized by eluding to the commercial‐only focus of organizations or rendered invisible through a belief in individual choice as the determining factor of career progression for women. Gender inequality in management is also maintained through the compliance of female managers themselves with the presumed legitimacy of gender‐based differential access to managerial roles. References to culture and tradition, market forces, competitive pressures, and individual choices by female managers are often made in explaining the unequal career paths and outcomes for men and women in their organizations. Our findings contribute to the human resource management (HRM) literature by framing macrosocietal context as a dynamic and endogenous aspect of management of human resources in organizations and provide novel insights into the interplay between HRM and societal context. © 2016 Wiley Periodicals, Inc.     

高管同酬、激励效率与公司绩效

我国部分上市公司的董事长和总经理领取的年薪完全相同。这种高管同酬的确定依据是什么？高管同酬是否具有激励效率？高管同酬又会对公司绩效产生什么影响？文章利用2007－2012年 A 股上市公司数据,对高管同酬及其经济后果进行了实证分析。研究发现,部分上市公司出现高管同酬,主要是因为高管薪酬由公司政治因素或内部薪酬比较所决定,而并非遵循最优契约观所寓示的“效率逻辑”;与高管异酬的公司相比,高管同酬公司的董事长薪酬激励缺乏效率;高管同酬对公司未来财务绩效产生了显著的负面影响。这表明在中国情境下,高管薪酬契约的设计和实施需要关注公司权力博弈或内部薪酬比较等非经济性因素的影响。     

Assessing students’ equality of opportunity in OECD countries: the role of national- and school-level policies

This article analyses the relationship between equality of opportunity and the characteristics of the educational system, jointly considering country- and school-level policies. Because school social environment represents a fundamental channel in shaping educational opportunities, we consider all policies, recorded in PISA 2012 dataset, that affect the sorting of students to schools. We show that including sorting policies enriches the explanation of the socio-economic gradient, that is, the association between students’ performances and parental background, with respect to previous studies including only country-level features. The negative impact of early tracking on equality of opportunity is overvalued without including other sorting policies, while grouping students’ within-school by ability increases the socio-economic gradient and a greater students’ heterogeneity in the school reduces the gradient.     

论财产权利的两面性

财产权利具有两面性,一方面它是反对专制特权、增进个人自由以及促进市场经济效率的有效手段;另一方面在没有任何制度制约的情况下,财产权利的垄断极易导致对劳动者权利的侵犯。因此,我们应当在社会公正和平等目标的指导下,通过增强政府、工会组织以及工人自身力量的权力制衡方法规范财产权利的作用方式,遏制其消极作用的发挥。     

The impact of diversity and equality management on firm performance: Beyond high performance work systems

This article demonstrates that a diversity and equality management system (DEMS) contributes to firm performance beyond the effects of a traditional high‐performance work system (HPWS), which consists of bundles of work practices and policies used extensively in high‐performing firms. A DEMS typically includes diversity training and monitoring recruitment, pay, and promotion across minority or other disadvantaged groups. Our analysis of quantitative data from service and manufacturing organizations in Ireland confirms that HPWS practices are associated with positive business performance and finds specifically that DEMS practices are positively associated with higher labor productivity and workforce innovation and lower voluntary employee turnover. © 2010 Wiley Periodicals, Inc.     

我国农村义务教育均衡发展的现状与完善路径

影响农村地区义务教育公平发展的因素,主要有教育管理政策、经济发展水平、文化价值观念以及农村特有的弱势群体等。要解决这些阻碍教育公平发展的现实问题,必须发展农村经济、强化政府责任、合理配置教育资源、加强信息化建设、加大师资建设、建立入学机制、保护弱势群体、建立学校督导评估政策,以期促进城乡义务教育均衡发展,缩小城乡义务教育差距,不断满足广大群众日益增长接受优质教育的需求,促进我国教育的科学发展。