%0 Journal Article %T 我国判决说理激励机制适用问题之探讨 %A 李拥军周芳芳 %J 法制与社会发展 %D 2018 %X 建立和完善我国判决说理的激励机制是《人民法院第四个五年改革纲要（2014―2018）》的重要内容。实践中，法官由于缺少解释权的正当性依据等原因而无法充分说理，很难依靠法律专业权威建立起内在动因式的激励机制。于是，以政治组织权威为动力的绩效考核成为判决说理激励机制的主要内容。但绩效考核是以外在动因为主的激励，其与判决说理规律存在逻辑悖论，存在欠缺普遍化和常态化的说理刚性机制、裁判文书评价标准模糊、评价主体单一、不能助力法官提高薪资与晋升等问题，激励效果与预期相差甚远。可见，政治组织性激励无法代替专业性激励。新一轮司法改革提出裁判文书上网和案例指导制度，取消了裁判文书签发制度，案件繁简分流制度以及智慧法庭建设为判决说理的专业性激励转型提供了良好的改革契机，逐渐成为法官说理的内在动因。</br>The establishment and improvement of the incentive mechanism of China？？s judgment is an important part of “The 4th Five-Year Outline of the Program for Reform of People？？s Courts (2014-2018)”. In practice, judges cannot fully reason due to reasons such as lack of justification for the right to interpret, and it is difficult to rely on the authority of legal profession to establish internal incentive mechanisms. Therefore, the performance appraisal based on the authority of political organization is the main content of the incentive mechanism of judgement reasoning. However, performance appraisal is an external motivation, so there is a logical paradox between it and law of reasoning, expressed as lack of the generalized and normalized rigid reasoning, vague evaluation criteria of judgment documents, and a single evaluation body, which do not help judges to increase salaries and promotions. Thus the incentive effect is far from expected. It can be seen that political incentives cannot replace professional incentives. The new round of judicial reforms put forward the system of referee？？s Internet access and guiding case. The cancellation of the referee？？s bookmarking system, the streamlining and shuffling of cases, and the construction of smart courts have provided a good opportunity for reforms in the professional reasoning of judgments and gradually become internal motivationto the judge？？s reasoning. %K 判决说理 %K 激励机制 %K 法理型说理 %K 指导性案例< %K /br> %K Judgment Reasoning %K Incentive Mechanism %K Reasoning by Ratio Juris %K Guiding Case %U http://fzyshfz.paperonce.org/oa/DArticle.aspx?type=view&id=201803005