摘要
怎样才可以解释政府间组织(intergovernmental organizations,IO)的专业人员地域代表性呢?通过考虑政府间组织的招聘流程,我们可以从组织架构的角度来进行解释。在联合国系统内,招聘流程旨在确保官僚择优制度(bureaucratic merit),其中工作经验和教育背景也构成了相关择优标准。我们提出了一种供应侧的理论,并加以试验,假定各国在提供受过良好教育且工作经验丰富的候选人时,所存在的差异可以用来解释地域代表性。我们收集了174个成员国为34个政府间组织提供的员工数据,并控制变量的内生性和其他解释,随后我们发现,地域代表性与受教育程度并无关联。但是,如果一个国家提供的具有相关工作经验和区域经验的候选人数量越多,那么这个国家的代表人数也将显著提高。这些发现都可以补充说明为什么相较于其他国家,一些国家在政府间组织中拥有更多专业人员,代表性更高。这同时也揭示了联合国内官僚择优制度的本质,即相比正式的(西式)教育背景,似乎当地知识和工作经验更受重视。
What explains geographical representation in the professional staff of intergovernmental organizations(IOs)?We address this question from an organizational perspective by considering IO recruitment processes.In the United Nations(UN)system,recruitment processes are designed to ensure bureaucratic merit,with experience and education being the relevant merit criteria.We develop and test a supply-side theory,postulating that differences in countries’supply of well-educated and highly experienced candidates can explain geographical representation.Drawing on staff data from 34 IOs and supply data from 174 member states,and controlling for endogeneity and alternative explanations,we find no such relationship for education.However,countries with a high supply of candidates with relevant working and regional experiences have significantly higher representation values.These findings offer a complementary narrative as to why some countries are more strongly represented in the international professional staff than others Findings also unveil the nature of bureaucratic merit in the UN,which seems to emphasize local knowledge and working experience over formal(Western)education.
作者
斯特芬·埃克哈德
伊夫·斯坦内巴赫
毕苏波(译)
王秋蕾(审校)
Steffen Eckhard;Yves Steinebach;Subo Bi(University of Konstanz,Konstanz 78457,Germany;Ludwig-Maximilians-Universitat München,Germany;不详)
出处
《国际行政科学评论（中文版）》
2021年第4期8-29,共22页
International Review of Administrative Sciences
关键词
地域代表性
人力资源
国际公共行政
招聘
联合国
geographical representation
human resources
international public administration
recruitment
United Nations
