The Palgrave Handbook of the European Administrative System
The Palgrave Handbook of the European Administrative System
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欧洲行政体系帕尔格雷夫手册
DOI：
10.1057/9781137339898_10
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发表时间：
2015
期刊：
影响因子：
--
通讯作者：
Connolly S
中科院分区：
文献类型：
--
作者：
Connolly S
尽管国际组织引起了学术界的极大兴趣，但令人惊讶的是，为它们工作的人却很少受到关注。研究通常描述这些组织执行的功能（例如，巴内特和Finnemore，2004年;考克斯等人，1973年）。它们总结了国际机构的内部结构和程序，评估它们如何有效地履行职责，并（有时）试图衡量它们的影响力。对人事问题的评论，如招聘，晋升，工资和工作条件，有时也会出现（例如，Davies，2002），但文献很少有太多关于员工的背景，而且-除了社会化文献（例如，Replikel，2007）-更少关于他们的信仰。1直到最近，学者们才开始有系统地调查国际公务员的动机和价值观（Anderfuel-Biget et et al.，2013; Fresia，2009; Häfliger and Hug，2012）.这种忽视令人惊讶，至少有三个原因。第一，国际行政当局所掌握的专门知识、其工作人员在多大程度上代表其所服务的选民以及其所遵循的征聘模式-基于职业或职位-是公共官僚机构的决定性特征。令人惊讶的是，尽管它们表现出典型的官僚主义特征，但它们很少被纳入比较研究的范围。第二，国际行政当局所具备的技术专长和专业经验可能影响到它执行所交付任务的能力，对国际机构有效履行职责能力的任何评估都必须包括对其工作人员队伍的评估。第三，自1945年以来，国际组织在数量和影响力上都有了显著增长，改变了民主国家和社会的治理。因为他们的活动不仅影响到
Although international organizations command considerable scholarly interest, surprisingly little attention has been paid to the people who work for them. Studies typically describe the functions that these organizations perform (for example, Barnett and Finnemore, 2004; Cox et al., 1973). They summarise the internal structures and procedures of international institutions, assess how effectively they carry out their responsibilities, and (sometimes) attempt to measure their influence. Commentary on personnel matters, such as recruitment, promotion, pay, and working conditions, sometimes also feature (for example, Davies, 2002), but the literature rarely has much to say about the backgrounds of employees, and–the socialization literature aside (for example, Checkel, 2007)–still less about their beliefs. 1 Only recently have scholars begun systematically to investigate the motivation and values of international civil servants (Anderfuhren-Biget et al., 2013; Fresia, 2009; Häfliger and Hug, 2012).This neglect is surprising for at least three reasons. First, the expertise which an international administration commands, the extent to which its staff are representative of the constituencies it serves, and the model of recruitment it follows–career-or position-based–are defining characteristics of public bureaucracies. It is surprising that, although they exhibit classic bureaucratic features, they are only rarely brought within the ambit of comparative study. Second, the technical expertise and professional experience available to an international administration are likely to affect its capacity to carry out the tasks entrusted to it. Any assessment of the ability of an international institution to perform its responsibilities effectively must necessarily incorporate an assessment of its workforce. Third, international organizations have grown considerably in number and influence since 1945, transforming the governance of democratic states and societies. Since their activities affect not only