중국의 국가공무원제도 개혁: 노멘클라투라 체제로의 회귀와 신공공관리 개혁의 한계
The Reform of Civil Service System in China: A Return to the Nomenklatura System and the Limit of New Public Management
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1980년대 개혁개방 초기부터 도입되기 시작한 중국의 공무원제도는 2005년 <공무원법> 제정을 통해 비로소 규범화된 법률체계를 갖추었다. 이처럼 오랜 역사적 과정을 거친 중국 공무원제도는 상이한 제도적 특성을 공유하는 ‘이질적 삼종 혼합체제(heterogeneous triplesystem)’를 형성하고 있다. 그 요소는 첫째 계획경제 시기에 확립된 레닌주의 전통, 둘째 서구 공무원제도의 학습을 통해 구축한 베버주의 전통, 셋째 사회주의 시장경제 체제의 천명 이후 시장가치를 공무원제도에 적용한 신공공관리 전통 등이다. 특히 중국의 공무원 제도는 이러한 이질적 요소 가운데 제도의 경로의존이라는 측면에서 레닌주의 전통과 사회주의 관료제의 제도적 유산을 더욱 강하게 계승하고 있으며, 시장화 개혁과 병행하여 시도된 신공공관리 개혁수단들은 여전히 많은 한계를 갖고 있다.
Abstract
The Chinese civil service system has been introduced since the early stage of reform and open-door policy in 1980s, and finally in 2005 it has prepared a normative legal system through an enactment of <the Civil Service Law>. After passing through this long-time historical process, the Chinese civil service system has formed 'the heterogeneous triple system' which is sharing the different institutional element. This element includes firstly the Leninism tradition settled in the periods of planned economy system, secondly the Weberian tradition established through the learning of western civil service system, and thirdly the new public management tradition which is applied the market value into the civil service system after proclaiming of the socialist market economy system. Above all, among this heterogeneous elements, the Chinese civil service system more strongly succeeded to Leninism tradition and the institutional legacy of socialist bureaucracy. However, there are still many limits of the reform means of new public management which has introduced in parallel with the marketization reform.
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