Research Journal of Public Finance

1-20

Authors: Assist. Prof. Dr. Ferhat AKBEY

What does Research and Development (R&D) mean for public economy? Is it a typical investment, a function of public service, or a kind of politico-economic gambling? Grounding on its “risky” economic character, we argue that, it is a “sui- generis” type of both economic and fiscal activity. Then, if so, the question is “where it should be displayed throughout the government budget? Due to the fact that, it is not a function of the state, R&D appropriations ought to be classified in “economic classification” of public budgets. This should be done for two ontological reasons: First, in a neo-liberal age, in which there is strong emphasis on the “minimal state”, a R&D type of -so to speak- investment cannot be perceived as a normal state activity. Even if it is so, and second, since it is an economic endeavor, it should be classified under the economic classification, not in functional one. Furthermore, the society has the right to discern the share of outlays on R&D within total public spending. The best way of doing this is to annex a brief chart to the budget or to issue a separate budget or report on R&D expenditures of state agencies, unless it is possible to do all.

39-46

Authors: Assist. Prof. Dr. Ömer AVCI

Among numerous motivational theories, goal setting theory particularly can serve strategic human resource development practices. The goal-setting theory suggests that organizational goals have to be communicated clearly and the goals need to be specific enough. Another feature of goal-setting is that they need not be too easy or perceived to be impossible to fulfill. SHRD personnel should keep in mind that some employees prefer to work individually toward fulfilling a goal, while others prefer to work in groups. Depending on the nature of the task, employee group or individual work preference should be in accord with the goals. Employee self-efficacy perceptions, too, play a role in identifying appropriate goals. People with high self-efficacies, could find a particular goal to be challenging, and thus, feel more motivated to achieve, or too easy and thus, lose spirit. Another important aspect of goal-setting theory is the employee setting examples for their colleagues. Constructive feedback from supervisors also helps employees achieve the set goals better. Last, but not least, the cultural diversity of the current workplace requires HRD personnel to be sensitive toward the needs of the diverse employees.

67-86

Authors: Doç.Dr.Mehmet Emin ALTUNDEMİR, Hakkı CİBO

Bu araştırmanın amacı, Türkiye’deki yükseköğretim sistemini yeniden yapılandırmak amacıyla hazırlanan Yükseköğretim Yasa Tasarısı Taslağı’na (2012- 2013) yönelik üniversitelerden gelen görüşlerden yararlanarak yükseköğretim finansmanı konusunda üniversitelerin görüşlerini incelemektir. Bu araştırma doküman incelemesi yöntemi ile hazırlanmıştır. Doküman incelemesi, araştırılması hedeflenen olgu ve olgular hakkında bilgi içeren yazılı materyallerin analizini kapsar. Bu çalışmanın amacı doğrultusunda Yükseköğretim Yasa Tasarısına ilişkin üniversitelerin görüşlerinin yer aldığı dokümanlar analiz edilmiştir. Sonuç olarak ülkemizde yükseköğretimin finansmanı önemli bir sorun iken YÖK tasarısından dolayı bu konuda toplam 28 üniversitenin görüş bildirmesi ve görüş bildiren üniversitelerin çoğu da yüzeysel olarak bu konuya değinmesi, finansman konusunun üniversitelerin gündeminde olmadığını göstermektedir.