목차 일부

머리말 / 3

CHAPTER 01 총론: 다양한 개념의 의미와 이해 23
제 1 절 자유주의에 관련된 개념들 ········································································ 28
제 2 절 민주주의에 관련된 개념들 ······································...

더보기

목차 전체

머리말 / 3

CHAPTER 01 총론: 다양한 개념의 의미와 이해 23
제 1 절 자유주의에 관련된 개념들 ········································································ 28
제 2 절 민주주의에 관련된 개념들 ········································································ 33
제 3 절 자유와 민주주의 이념에 기초한 공적인 영역에서 시민윤리 ·················· 36
제 4 절 사적인 삶의 영역에서의 시민윤리와 도덕 ··············································· 37
제 5 절 정부(Government)와 관련된 개념들 ························································ 40
제 6 절 직업공무원(Professional Public Service) ················································· 42
제 7 절 직업공무원의 윤리 ····················································································· 46
제 8 절 제4부로서 행정(PA)의 업무처리 권한과 책임 ········································· 47
1. 정무직과 경력직 공무원 사이의 관계 / 48
2. 관료제 때리기와 공무원의 핵심 가치 / 54
3. 의회와 행정부 각 부처 사이의 업무관계 / 57
4. 정부 부․처․청 사이의 업무상 갈등․경쟁․협력관계 / 59
제 9 절 행정의 역할 정의 ························································································ 60
제10절 시민참여와 거버넌스(Governance), 협동생산의 필요성 ··························· 61
제11절 정부에서 공무원의 역할 중요성 부각 및 공정한 인사관리의 필요성 ······ 63

CHAPTER 02 막스 베버 사상의 미국 행정(과학)에 기여와 한계 65
제 1 절 서론: 연구 목적과 주요 비교 쟁점 ·························································· 68
제 2 절 본론: 쟁점 비교, 베버의 행정(과학)에의 기여와 한계점 ························ 73
1. 주요 활동 내역, 연구활동, 그리고 기여 / 73
2. 첫 번째 쟁점: 행정의 가치로서 형평(equity)과 능률(efficiency) / 75
3. 베버의 가치중립은 탈정치인가 가치자유인가 / 77
4. 베버(Max Weber)의 관료 조직구조와 미국 헌법원리와의 상충성:
베버 이론의 행정에의 적용 한계점 / 81
제 3 절 주요 논쟁점 정리 ······················································································ 86
제 4 절 결론: 논의 정리 및 연구한계 ··································································· 87

CHAPTER 03 공공부문과 공무원 가치의 철학적 근거 93
제 1 절 문제 제기와 연구 목적 ············································································· 95
제 2 절 본론: 자유주의와 민주주의의 이론 비교와 공공부문 가치 ····················· 99
1. 비교대상의 규정: 주요 쟁점 / 99
2. 하이에크의 자유주의와 민주주의의 법, 그리고 공공부문 역할 및 가치 / 100
3. 민주주의에서 공공부문 개입 근거로서 사회적 가치 창출 / 109
4. 공공부문 개입의 한계와 범위 설정수단으로서 헌법 / 111
5. 양 정치이념에서 바라본 공무원과 윤리, 그리고 가치 / 113
제 3 절 결어와 연구의 한계, 그리고 향후 연구제언 ·········································· 120

CHAPTER 04 미국 행정(학), 공무원의 가치, 그리고 헌법 125
제 1 절 서론: 연구 질문, 대상과 목적 ······························································· 128
제 2 절 본론: 민주헌법 국가로서 미국의 행정(학), 그리고 공무원의 기원과 사명,
그리고 가치, 그리고 헌법 구성원리 ··········································· 132
1. 주요 논점 비교 / 132
2. 미국 행정(공무원)의 역할 근거로서 법과 헌법원리 / 136
3. 논의 쟁점 정리 / 155
제 3 절 결론 및 한국 정부 행정과 행정학 교육에 시사점 ································ 158

CHAPTER 05 미국 행정(학)과 행정교육 현황과 제언 165
제 1 절 민주헌법주의 국가로서 미국의 행정(학)과 공무원의 정체성 ············· 167
제 2 절 정치․행정일원론과 포괄적인 행정 이론화의 어려움 ··························· 170
제 3 절 공무원의 핵심 가치와 행정인 육성 및 교육체계 ································ 171
1. 공무원의 핵심 가치로서 시민요구 대응성과 외적 책임성 / 171
2. 미국 행정인 육성 및 교육체계 / 172
제 4 절 결론: 한국 행정과 행정학 교육에 제언 ················································· 175

CHAPTER 06 대한민국 행정 가치, 정당성, 헌법이념 181
제 1 절 서론 ·········································································································· 183
제 2 절 대한민국 행정 가치와 정당성: 헌법이념과 유사이념 비교 ··················· 187
1. 논의의 쟁점 / 187
2. 한국 자유주의 이념의 기원, 그리고 관련된 헌법 규정 / 189
3. 한국 민주주의 이념의 도입과 관련 헌법 규정 / 193
4. 행정이념 도입과정에서 민본주의의 영향과 헌법 규정과의 차이점 / 202
제 3 절 대한민국 행정의 가치와 쟁점 정리 ························································ 211
1. 행정 가치 / 211
2. 쟁점 정리 / 212
제 4 절 결론과 연구제언 ······················································································ 214

CHAPTER 07 사적입법과 자유(재산권)보호․보장 219
제 1 절 서론: 문제 제기와 목적 ········································································· 223
제 2 절 본론: 미시관리와 자유보호 수단으로서 사적입법제도 ························ 228
1. 의원 입법안: 공공입법과 사적입법 / 228
2. 사적입법(Private Bills)의 범위와 절차 / 231
제 3 절 결론: 국회에 사적입법제도 도입 및 연구제언 ······································· 234

CHAPTER 08 행정서비스 활동에서 절차적 정의 237
제 1 절 서론: 문제 제기와 연구 목적 ································································· 240
제 2 절 본론: 조직 내․외 절차적 정의 준수의 효과성 ···································· 242
1. 행정서비스, 경찰활동에서 절차적 정의의 도입배경 / 242
2. 독립․매개변수: 조직 내․외부 절차적 정의의 개념이해 / 246
3. 종속변수: 시민들의 경찰에 대한 신뢰와 협력, 그리고 조직성과 / 250
4. 조절변수: 경찰공무원의 시민 신뢰 / 254
제 3 절 결론: 향후 연구제언 ················································································ 257

CHAPTER 09 가치에 관한 연구와 다양한 접근법 261
제 1 절 가치와 가치에 관한 다양한 접근방법에 대한 이해 ······························· 264
1. 개인가치 개념의 이해와 정의 / 264
2. 가치와 성격(personality)과의 차이점 / 267
3. 가치(values)에 관한 접근방법 / 270
4. 목적론적, 그리고 도구적 가치 / 280
제 2 절 도덕적 가치 성숙성과 공직자의 행동의 준거 ········································ 297
1. 도덕(윤리)과 정치이념 간 인간의 동인에 관한 기본가정 / 297
2. 도덕적 발달 단계와 인간 성숙성의 이해 / 301
3. 도덕적 발달수준별 공직자의 행동 / 311

CHAPTER 10 공무원 가치 관련 유사연구들 315
제 1 절 공공봉사동기(Public Service Motivation: PSM) ···································· 317
1. 공공봉사동기 개념 이해와 정의 / 317
2. 공공봉사동기의 긍정적인 성과 / 320
제 2 절 조직시민행동 ···························································································· 321
1. 조직시민행동의 개념 이해와 정의 / 321
2. 공공부문에서 조직시민행동의 의의 / 323
3. 조직시민행동의 유형 / 327
4. 시민행동의 효과 또는 성과 / 329
제 3 절 반 와트가 제시하는 공직가치 ································································· 333
1. 개인적인 차원에서 공민적 청렴성 / 333
2. 전문직업인(공직) 차원에서의 전문직업주의(professionalism) / 335
3. 조직 차원에서의 가치 / 336
4. 법적 차원에서의 가치 / 338
5. 공익 차원에서의 가치 / 339
제 4 절 외국 주요 국가들과 대한민국의 공직가치 ············································· 341
1. 외국 주요 국가들의 공직가치 / 341
2. 대한민국의 공직가치 유형과 내재화 방안 / 342
제 5 절 심리적인 계약과 집단주의 ······································································ 348
1. 심리적 계약이행 / 348
2. 집단주의 / 351
3. 행동강령의 존재 / 353

CHAPTER 11 ‘투입’중심 수행관리 방안으로서 역량 355
제 1 절 역량관리에 대한 이해 ············································································· 357
1. 역량관리의 필요성과 강점 / 357
2. 역량개념의 개념정의와 이해 / 364
3. 역량중심 대 기능중심 관리의 비교과 혼용 필요성 / 367
4. 중간관리자 관리역량이 조직성과에 미치는 영향 / 370
제 2 절 학자들이 제시하는 관리자 역량모델과 각국 정부사례 ························· 371
1. Whitten & Carmeron이 제시하는 관리자 역량모델 / 371
2. PDI(Personnel Decisions International) 관리자 역량모델 / 374
3. 외국 정부의 관리자 역량모델 / 378
4. 한국 정부의 관리자 역량모델과 평가 / 385

CHAPTER 12 공정․평등한 인사를 위한 이론․제도․기법 401
제 1 절 서론: 인적자원관리의 중심가치로서 공정과 평등 ································· 403
제 2 절 미국 평등․공정 인사 관련 제도와 조직 ··············································· 406
1. 평등․공정한 인적자원관리를 위한 제도 / 406
2. 시민권법(the Civil Rights Acts) / 410
3. 고용상 연령차별금지법(Age Discrimination in Employment Act: ADEA) / 412
4. 직업재활법(Vacational Rehabilitation Act)과
장애인 차별금지법(Americans with Disability Act: ADA) / 413
5. 기타 평등고용 관련 미국 법과 보장내용 / 415
제 3 절 평등고용을 확보하기 위한 연방정부 조직 ············································· 416
1. 고용평등기회위원회 / 416
2. 연방계약준수프로그램사무국(OFCCP) / 418
3. 연방고용분쟁 조정 및 중재위원회(FMCS) / 424
제 4 절 인사의 공정성․평등성 확보를 위한 인사관리 기법 ····························· 424
1. 진정직업자격(Bona Fide Occupational Qualification: BFOQ) / 424
2. 불리효과(adverse impact) / 425
3. 입증책임(the burden of proof) 문제 / 427
4. 사법심판 제기 전 조사․조정 기관으로서 고용평등기회위원회 역할 / 428
5. 인적자원관리 전반에서 공정성․평등성 문제와 동기관리 / 429
제 5 절 이 장 및 전체 결론, 그리고 연구한계 ··················································· 432
1. 이 장의 결론 / 432
2. 전체 결론과 연구한계 / 435

￭ 참고문헌 ············································································································· 449
￭ 찾아보기 ············································································································· 489

더보기 닫기