摘要
组织制定职业规范是为了约束员工滥用职权的谋私行为,但职业规范能否以及如何实现预期的约束目标、影响约束效力的因素有哪些等一系列问题在学术界一直没有得到系统的阐述。文章首先以委托代理理论、寻租理论和博弈论为视角,论述了道德、制裁、文化三种不同来源的力量为职业规范提供了三种模式的约束力,以及三种约束力的效用特点与调节方式;其次,用以上工具分析2010年教育部颁布的《直属高校党员领导干部廉洁自律"十不准"》约束力形成的路径和影响约束力的因素,并对提高"十不准"约束力提出了建议。
An organization usually develops professional norms to constrain its employees from abuses of power for personal gains. However, there is no systematic elaboration about whether and how professional norms could achieve its long-term binding objectives, and what key factors may affect the binding power of the norms, etc. This paper, from the perspectives of the principal-agent theory, the rent-seeking theory and the game theory, expounds the three main driving forces behind the binding power of the professional norms, namely, morality, punishment and culture modes, and their respective functional characteristics and regulative methods. Furthermore, it analyzes the regulations promulgated by the Ministry of Education in 2010-- ＂Ten Prohibitive Norms for University Leaders＂ and tries to sort out the formation and influencing elements of the binding strength of the regulations. The paper finally offers some policy advices on how to enhance the binding power of the regulation.
出处
《国家教育行政学院学报》
CSSCI
北大核心
2013年第11期13-18,共6页
Journal of National Academy of Education Administration
基金
北京市教育科学十二五规划2011年度重点课题(AAA11002)
对外经济贸易大学课题(10ybshx01)
关键词
职业规范
谋私
约束力
高校领导
professional norms
corruption
binding effect
university leaders
