行政传统与组织特征的互动:以机构人事管理自主权为例

The interaction of administrative tradition and organisational characteristics:the case of agency personnel management autonomy

比较研究的学者强调,应当结合组织和决策的背景来理解公共行政。相同背景下的机构将会比其他背景的机构表现出更多的共性。同时,经验证据表明,决策过程中存在组织层面的差异。例如,一个国家中并不是所有机构都会被授予相似级别的人事管理自主权。本文从理论上论证,行政传统如何调节组织层面的驱动因素对人事管理自主权的影响。我们将行政传统中根深蒂固的统一性确定为解释这种关系的关键因素。在实证方面,本文比较分析了欧洲三个地理区域的国家集群(斯堪的纳维亚、拉丁—拿破仑和欧洲大陆)中10个国家的机构人事管理自主权情况。该分析证实了理论预期,即组织特征对机构人事管理自主权会受到特定背景的影响。

Comparative scholars emphasise that public administration should be understood in terms of context-bound patterns of organising and decision-making.Agencies in the same context will display more commonalities than those in another.At the same time,there is good empirical evidence for organisational-level variation in decision-making For instance,not all agencies in one country are delegated similar levels of personnel management autonomy.This article develops a theoretical argument about how administrative tradition moderates the efect of organisational drivers of personnel management autonomy.We identify the degree of uniformity embedded in administrative tradition as a key explanatory factor for this relationship.In empirical terms,the article compares the perceived personnel management autonomy of agencies in 10 European countries nested in three country clusters(Scandinavian,Latin-Napoleonic and Continenta).The analysis confrms theoretical expecations about the context-specific effects of organisational characteristics on personnel management autonomy in agencies.