| 英文摘要 |
The reform of the civil service system has become an important issue in the process of contemporary government reinvention. The government leaders has put their focus on how to make the high-quality civil servants working actively, therefore enhancing the efficiency and creating the better performance. However, needless to point out the importance of the senior civil servants in the organization, what we should keep in mind is the following question: what we need is the senior civil servant who acts and behaves only according to the rules, or the senior civil servant who acts and behaves actively and creatively? Facing this question, this study will probe into the role the senior civil servants should play in the decision-making process.
As the President Kuan of the Examination Yuan said, the senior civil servants are not only the experts of business and administration, but also the chief executive officers, the policy connectors, as well as the catalyzers in the organization. Hence, despite this study defines the four roles the senior civil servants should play in the organization, the main focus will be put on the role the senior civil servants should play as the change agent. Except for the discussion of the influences that the senior civil servants will exert in the process of policy initiate, this study will analyze the factors that influence on the active role of senior civil servants, from the point of perspectives of the individual, the institution, and the environment. Through the in-depth interview of 9 senior civil servants as well as the analysis of the replied questionnaires answered from 1,104 senior civil servants of the Examination and the Executive Yuan, this study has answered the main research questions. Finally, in order to carry out the institutional reform of the senior civil servants, this study also provides some concrete policy recommendations.
The short-term policy recommendations include: 1. Establishing job rotation for senior civil servants, 2. Strengthening the training of senior civil servants by applying the method of internship in the enterprise or the oversea studies, 3. Building the team of senior civil servants. The mid-term policy recommendations include: 1. Creating the mechanism for senior civil servants to consult the stakeholders in the policy-making process, 2. Building the special system of management, such as the mechanism of internal competition. The long-term policy recommendations include: 1. Cultivating the culture of trust, respect and innovation for the senior civil servants, 2. Practicing the spirit of the neutrality of the civil servant, as well as preventing them from the undeveloped situations resulted from the party alternation. |