中美刑事诉讼简易程序之比较

美国的辩诉交易制度是美国用以解决刑事案件积压严重与司法资源相对短缺的突出矛盾的一项极为有效的司法制度。辩诉交易这样一种美国式简易程序在我国的司法实践中已屡次出现。它同我国的简易程序有什么异同?我们究竟应当如何对待辩诉交易制度?在我国同样面临着案件积压及司法资源相对短缺的尖锐问题,尤其是在我国正在进行司法改革的大背景下,如何正确解决这一问题,并且避免盲目移植美国的辩诉交易制度已成为我国目前理论界讨论的重点。本文拟对美国辩诉交易程序与我国简易程序作一比较研究,并对一些问题进行探讨。     

辱虐管理对矿工不安全行为的影响研究

基于煤矿基层管理者的工作行为与矿工工作行为有重要关联性,重点探讨基层管理者的负向管理方式,即:辱虐管理对矿工不安全行为的影响.利用问卷调查获取数据,并且认为组织公平在辱虐管理与矿工不安全行为的影响中具有中介效应来加以分析.实证分析表明:煤矿基层管理者的辱虐管理对矿工的不服从安全行为和不参与安全行为均有显著的正向影响;应用层次回归分析法验证组织公平中的分配公平、程序公平和互动公平这三个维度均在辱虐管理和矿工的不服从安全行为和不参与安全行为中起部分中介作用.研究结果证实了中国背景下辱虐管理对矿工工作行为的破坏性作用.     

That's Not Fair!

ABSTRACT

Organizational commitment has been shown to be significantly negatively related to employee turnover. Given the high incidence of employee turnover in the hospitality industry, practitioners and academics alike should be focused on a more complete understanding of this phenomenon. The present study is an exploration into the identification of the relationships among organizational commitment, job satisfaction, and organizational justice. The study was conducted with employees of a major casino-hotel. Results indicated that organizational justice has an indirect positive impact on organizational commitment by working through job satisfaction. Practical implications and suggestions for future research are discussed.     

Workplace deviance and human resource management relations: A case study of Turkish hotel employees

The main purpose of this study is to examine the negative associations between employees' perception of the effectiveness of performance appraisal practices and deviant workplace behavior. This study also tests the mediating effect of the forms of organizational justice in the relationship between performance appraisal practices and deviant workplace behavior. Moreover, it also investigates how line managers' performance appraisal politics may influence the relationship between perceptions of performance appraisal practices and employee deviant workplace behavior. In order to facilitate this study, the research team employed a survey design. A total of 193 service employees from different service establishments attended the forum where the study was conducted in the capital city of Turkey, Ankara. The results of this study strongly support the premise that effective performance appraisal practices influence employee deviance behavior, and especially that interactional justice is an important predictor of employee violative behavior. Moreover, the findings indicate that there is no evidence regarding the moderating effect of employees' perception of managers' appraisal politics in the negative relationship between performance appraisal effectiveness and employee deviance.     

论当前我国贿赂犯罪的新情况及建议

贿赂犯罪是世界范围内腐败问题的重要组成部分。随着社会政治、经济、文化等方面的发展,我国贿赂犯罪呈现出新特点,贿赂方式多样化、国际化,贿赂犯罪的内涵和外延也有待法律更合适地界定。对这些新问题的研究,将有利于我们更好地预防和打击贿赂犯罪。从犯罪构成四方面对贿赂犯罪发展中出现的各种新情况、新问题进行了探讨,对我国贿赂犯罪立法和司法提出了一系列建议。     

文化发展与民众幸福之间关系的几点思考

文化是人在与动物不同的谋生存和谋发展的生活方式中形成和沉淀下来的东西。文化发展与民众幸福息息相关,但是文化发展对民众生活的具体影响却很少有人探讨。因此,梳理我国当前文化发展现状,分析文化发展现状对民众生活的具体影响,探讨文化发展与民众幸福的一般关系,展望未来文化发展的趋势,对于我们构建支撑人民幸福生活的文化至关重要。     

沃尔泽的复合平等之梦与中国的收入分配改革

人类对物质消费的本能及其本身所具有的差异以及物品的社会意义的多样性与抽象性导致简单平等的美梦难以变成现实。复合平等是优越于简单平等的另一种平等梦想。实现复合平等的关键在于自主分配,而确保自主分配的前提是承认差别和捍卫边界。垄断与支配是两个不同的概念,实现复合平等需要消除支配但不需要消除垄断。沃尔泽的复合平等理论对当前中国推进收入分配制度改革具有重要启示,有助于“中国梦”的早日实现。     

The effects of distributive,procedural, and interactional justice on customer retention: An empirical investigation in the mobile telecom industry in Tunisia

The framework offered in this study provides empirical evidence concerning the interaction between distributive, procedural and interactional perceived justice and loyalty program satisfaction on relational satisfaction in the mobile telecommunication context. Firms that rely on justice perception for strategy implementation are able to attain customer retention. This study suggests a theoretical model of customer retention that aims at investigating the role of satisfaction with loyalty program on relationship marketing. The structural equation modeling was used to test the hypothetical relationships. A self-administrated questionnaire was distributed to a total of a convenience sample of 520 customers of multiple mobile phone companies. The target population includes customers who have subscribed to a loyalty program. Results show that distributive justice moderates the relationship between satisfaction with the loyalty program and relational satisfaction. The results highlight the need to focus on distributive justice in order to nurture satisfaction and loyalty. Satisfaction with the loyalty program is a key predictor of a satisfactory relationship with the operator and customer retention.     

企业员工薪酬公平感的中介作用:基于金钱崇拜与组织公民行为的关系

选取297名企业员工为样本, 通过问卷调查, 分析企业员工金钱崇拜心理与其组织公民行为之间的关系, 并探讨薪酬公平感在金钱崇拜与组织公民行为关系中的中介作用。结果表明: 员工金钱崇拜与组织公民行为之间显著正相关;员工薪酬公平感对金钱崇拜与组织公民行为关系起到部分中介作用。     

An Examination of Procedural Justice Principles in China and the U.S.

This paper examines procedural justice principles from a cultural perspective, and examines the relationships between three dimensions of national culture (uncertainty avoidance, societal emphasis on collectivism, and gender egalitarianism), three principles of procedural justice (consistency, social sensitivity, and account-giving), and judgments of fairness. The results suggest that culture can influence employees' perceptions of the fairness of procedural justice principles; different dimensions of national culture influence different principles of procedural justice. The principle of social sensitivity was perceived as fairer in collectivistic China than in individualistic U.S. In addition, differences between men and women in perceived fairness of account-giving were exaggerated in China (a culture low in gender egalitarianism) and attenuated in the U.S. (a culture high in gender egalitarianism).