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②本文公布了对德国和挪威政府独立机构的人力资源管理自主权比较分析的结果。虽然学术文献所聚焦的部委—独立机构关系主要限于最近才建立独立机构的国家,而这两个国家却有着向部委之外的独立机构授权的悠久传统。然而,尽管它们拥有大体上相似的行政传统,但是其管理改革的轨迹并不相同。这就需要我们利用调查数据,从实证的角度检验管理改革对人力资源管理自主权的影响。本文还要讨论如下研究文献——任务特征及独立机构的正式结构如何影响独立机构的自主权,并对其观点进行实证检验。经验分析表明,国家在实际的人力资源管理自主权方面的差异,来自任务特征的影响有限,来自正式结构的影响明显,这在德国背景中尤甚。对实践工作者的启示本文表明,行政传统并不能决定行政改革的道路和效果。尽管两个国家都有一个受公法及合法性原则支配的公共部门,但本文表明,挪威的独立机构管理者在管理其职员时拥有更多的自主权。因此,即使在“法治国家”背景中,也有可能向独立机构授予广泛的管理自主权。此外,本文还表明,授予独立机构广泛的正式自主权,以及产生额外收入的可能性,也将导致管理自主权的扩大。因此,决策者可以通过运用制度设计中的不同要素,来有意识地影响独立机构的实际自主权。
(2) This paper presents the results of a comparative analysis of the human resources management autonomy of independent government agencies in Germany and Norway. While the academic literature focuses on ministerial-independent institutional relations largely limited to those countries that have recently established independent institutions, both countries have a long tradition of empowering independent institutions outside of ministries. However, despite their broadly similar administrative traditions, their trajectories of regulatory reform are not the same. This requires that we use the survey data to test the impact of management reform on human resources management autonomy from an empirical point of view. This article also discusses the following research literature - how mission characteristics and the formal structure of independent institutions affect the autonomy of independent institutions and empirically examine their perspectives. Empirical analysis shows that the differences in the country’s actual human resources management autonomy stem from the limited impact of mission characteristics, with a noticeable impact from formal structures, especially in the German context. Enlightenment to practitioners This article shows that administrative traditions can not determine the path and effect of administrative reform. Although both countries have a public sector governed by the principles of public law and legitimacy, this article shows that independent institutional managers in Norway have more autonomy in managing their staff. Therefore, it is possible to grant independent agencies extensive administrative autonomy, even in the context of “rule of law.” In addition, the article also shows that the possibility of granting extensive formal autonomy to independent agencies and generating additional income will also lead to an expansion of management autonomy. Therefore, policymakers can consciously influence the actual autonomy of an independent agency by applying the different elements of system design.