공무원 인사제도의 유형과 차이: OECD 국가들의 경우
Civil Service Systems and Their Correlates: Evidence from OECD Member Countries
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본 논문은 신공공관리 개혁으로 OECD 회원국의 공무원 인사제도가 하나의 유형으로 수렴하는지 그리고 인사제도의 유형이 관료제의 행태와 행정의 질과 관련되는지를 다룬다. 분석 결과는 OECD 회원국의 인사제도가 하나의 유형으로 수렴하지 않고 여전히 각국의 법적 전통과 역사적 유산을 반영하면서 나름의 인사제도의 궤도를 유지하고 있음을 보여준다. 한편 경력중심 인사제도와 직위중심 인사제도가 차이는 보이는 것은 공무원의 공법적 지위, 시험충원 및 정년보장에서이고 측면 진입의 신규임용, 연공서열기반 보상관리, 고위직 내부충원에서는 차이가 없어 부분적으로 유사해지고 있음도 보여준다. 그리고 인사제도의 유형과 관료제의 행태 및 행정의 질 간의 관계는 유의미하지 않거나 유의미해도 미미한 것으로 나타나 인사제도가 경력기반에서 직위기반으로 개혁되면 관료제의 행태가 바뀌고 행정의 질이 좋아질 것이라는 기대는 과장된 것임을 시사한다.
Abstract
This article examines if the civil service systems or personnel systems of the OECD member countries converge in the wake of the New Public Management reform and if their differences are related to bureaucratic behavior and quality of administration. The analysis shows that the personnel systems of the OECD member countries do not fully converge, but instead display their individual trajectories, reflecting each country's legal tradition and historical legacy. It is revealed that the career-focused systems and position-focused systems differ in the legal status of civil servants, exam-based recruitment, and life-time tenure. Yet, it is found that they differ slightly in lateral entry, seniority-based compensation, and internal recruitment of senior civil servants, indicating some degree of convergence within the trajectories. Also, it is found that the differences in personnel systems are largely unrelated to bureaucratic behavior and the quality of administration, suggesting that the im
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