중국 행정소송상 의무이행소송에 관한 검토

정이근(Jeong Yi-Keun) 한국비교공법학회 2010 공법학연구 Vol.11 No.1

중국 행정소송법에서는 각 사건의 구체적 상황에 따라 법원이 유지판결, 취소판결, 부분 취소판결, 새로운 행정행위를 하도록 하는 판결 및 이행판결을 하도록 규정하고 있다. 행정소송법이 구체적으로 소송의 종류를 구분하여 규정하고 있지 않지만, 판결의 종류를 규정함으로써 실질적으로 의무이행소송제도를 운용하고 있다. 의무이행소송은 급부소송에 속하고, 의무이행소송은 소송목적의 급부성과 소송목적물의 소극성을 가진다. 의무이행소송은 행정법 영역에서 광범위하게 적용 가능한 소송의 한 형식이다. 의무이행소송을 제기하기 위해서는, (1)행정상대방이 행정기관에 대하여 특정한 신청을 할 것, (2)청구는 행정기관에 대하여 특정한 행정행위를 요구할 것, (3)행정기관의 거부 또는 부작위로 인하여 권리침해 또는 그 침해가능성이 있을 것, (4)행정기관이 정당한 이유 없이 구체적 행정행위를 하지 않을 것, (5)법정 기간 내 소송을 제기할 것, (6)의무이행소송을 통한 구제가 가능할 것 등의 요건을 만족해야 한다. 인민법원은 의무이행소송이 제기되면 청구권의 존재 여부에 대하여 심사하고, 또한 사건의 성숙성에 대한 판단을 한다. 의무이행소송의 판결은 구체적 판결설에 따라 행정기관이 이행할 구체적인 내용을 포함하여 판결한다. 이행판결과 새로운 행정행위를 명하는 판결은 개념상 구분된다. 새로운 행정행위를 명하는 판결은 원 행정행위의 취소를 전제로 한다. 의무이행판결에서 법원은 의무이행의 기간을 설정해야 한다. 이때 판결서상 기간의 설정은 법정 기간을 적용하는 경우 또는 합리적 기간을 적용하는 경우가 있다. In Chinese Administrative Procedure Law, in according to concrete condition, the People's Court can give decision upon judgement maintaining a specific administrative acts, rescind a judgement, partial rescind a judgement, judgement for new performance order, and judgement of specific performance. Although Chinese Administrative Procedure Law not provides the form of lawsuit in directly, but it concludes the form of judgement, so we can understand that Chinese Administrative Procedure Law apply the system of lawsuit for performance of obligation. Lawsuit for performance of obligation belong to action of performance, and it has the nature of prestation and negative feature in purpose of action. So, in administrative law realm, we can apply it widely. If administrative counterpart institute lawsuit for performance of obligation, the lawsuit must satisfy following requisites: (1)the existence of application of administrative counterpart; (2)the application must conclude a specified performance for administrative agency; (3)the existence of injury or it's possibility in refusal or nonfeasance of administrative agency; (4)without resonable reason, administrative agency have no action; (5)the lawsuit must satisfy the term condition; (6)the lawsuit for performance of obligation must be useful in that case. If lawsuit for performance of obligation was instituted by administrative counterpart, the People's Court will review the existence of application right and the ripeness of the case. According to the theory of specific judgement, the judgement for lawsuit for performance of obligation must concludes specified contents of performance for administrative agency. The judgement for performance of obligation distinguish from the judgement for new performance order in conception. The judgement for new performance order wants a condition that reverse of original administrative action. In the judgement for performance of obligation, the People's Court must fix the period of performance of obligation. At that time, the People's Court will apply an legal limits of time or a resonable period in written judgement.

최고경영자 교체와 이사회 영향력 : 사회정치학적 관점

박종훈,정무관,성연달 한국인사조직학회 2010 인사조직연구 Vol.18 No.2

지배구조에 관한 선행연구에서는 주로 대리인 이론에 기반하여 이사회를 최고경영자의 사적이익 추구행동을 막고, 주주의 이익을 보호하는 존재로 보았다. 따라서, 이들 선행 연구들은 이사회가 본연의 임무를 잘 수행하게 하기 위해서 이사회 영향력을 증대시킬 필요가 있다고 주장하였다. 하지만, 사회정치적 관점에 기반한 선행연구들은 이사회 영향력에 대해서 상이한 견해를 제시하였다. 이들 선행 연구들은 이사회도 다양한 이해관계가 존재하는 집단이기 때문에 이사회가 주주의 이익 대신 이사회 자신이나 다른 이해관계자들의 이익을 위해서 활동할 수도 있다고 주장하였다. 본 연구의 목적은 이사회 영향력이 최고경영자 교체에 미치는 영향에 대하여 기존의 연구에서 주장하는 대리인 이론과 함께 사회정치학적 관점도 고려할 필요가 있는지를 검증하는 것이다. 이를 위해서, 본 논문에서는 기업성과 및 이사회 영향력이 최고경영자 교체와 어떠한 관계가 있는지를 살펴보고, 기업성과와 이사회 영향력의 상호작용이 미치는 효과에 대해서 연구하였다. 'KOSPI 200'에 속한 기업들을 대상으로 2001년부터 2007년까지의 자료를 바탕으로 실증분석을 실시한 결과, 기업성과가 나쁠수록, 이사회 영향력이 클수록 최고경영자 교체가 증가하는 것으로 나타났다. 또한, 기업성과와 이사회 영향력의 상호작용은 최고경영자 교체와 유의한 정(+)의 관계를 보였다. 두 변수의 상호작용의 효과를 보다 명확하게 파악하기 위하여 기업성과를 기준으로 고성과 집단과 저성과 집단으로 구분하여 분석을 실시하였다. 그 결과, 고성과 집단보다 저성과 집단에서 최고경영자가 교체될 확률이 높았지만, 이사회 영향력이 크고 기업성과가 좋을 경우에는 최고경영자 교체 가능성의 증가가 더욱 크게 나타났다. 이러한 연구결과는 최고경영자가 주주의 이익을 대변하지 못할 경우에는 교체될 수 있다는 대리인 이론의 주장을 뒷받침함은 물론, 이사회와 최고경영자간의 파워게임의 결과로 최고경영자가 교체될 수 있다는 사회정치학적 이론의 주장 또한 지지하고 있다. 따라서 이사회 영향력이 최고경영자 교체에 미치는 영향을 보다 명확하게 파악하기 위해서는 대리인 이론과 함께 사회정치학적 관점도 고려해야 함을 확인할 수 있었다. The board of directors has long been the subject of research on corporate governance. The most prominent reason for this attention is the belief that the board of directors can significantly affect the interests of shareholders. The board of directors has various functions: control and monitoring, resource acquisition, and service. The board' control and monitoring activity includes selecting and dismissing CEO and other top managers, evaluating their performance, designing their compensation packages, and supervising internal and external auditing; All of these activities are designed to improve firm performance and protect shareholders' interests. However, the board still appears to vary in their effectiveness in making appropriate managerial changes such as CEO turnover by assessing firm performance; we sometimes observe CEO turnovers under high firm performance while CEOs holding the position under poor firm performance. Why is this happening? Does the board of directors always behave for the benefits of shareholders?This study aims to answer those questions based on both the agency and sociopolitical theories, which provide different perspectives on the board's activities. Based on the agency theory, prior studies on corporate governance argued that the board of directors plays an important role in mitigating the agency problem of top managers and protecting the interests of shareholders. Accordingly, they suggested that publically listed corporations should strengthen the influence of the board to appropriately monitor the misbehavior of top management for the benefits of shareholders. However, another stream of prior research that relied on the sociopolitical theory has provided a different perspective from the agency theory regarding the influence of the board. Viewing the board as one of political coalitions in the firm, they argued that board members can make decisions for their benefits rather than for the benefits of shareholders. The purpose of this study is, therefore, to investigate whether the agency theory and the sociopolitical theory are substituted or complemented to each other in the context of CEO turnover by assessing the relationship among firm performance, board's influence and CEO turnover. The firm performance is a key contextual factor in CEO turnover, because poor firm performance signals incompetence of the incumbent CEO. Therefore, when firm performance is poor, board can make a decision that the incompetent CEO is dismissed and new one is named. We therefore expect the following hypothesis: Hypothesis 1: Firm performance is negatively associated with CEO turnover. The board influence can also affect CEO turnover. CEO turnover is often characterized by political manipulations and power struggles. Boards in board-dominated firms often challenge CEOs, and sometimes replace them if necessary. therefore, we expect the following hypothesis: Hypothesis 2: The board influence is positively associated with CEO turnover. This study considers, therefore, two antecedents of CEO turnover such as firm performance and board influence. There exists a controversy about the direction of an interaction effect of firm performance and board influence on CEO turnover. Based on the agency theory, prior researchers argued that the lower the firm performance and the bigger board influence, the higher the likelihood of CEO turnover for shareholder's benefits. Based on the sociopolitical theory, however, the higher firm performance and the bigger board influence, the higher the likelihood of CEO turnover for board members' benefits. Hence, this study examines not only the main effects of both firm performance and board influence on CEO turnover, but also the interaction effect of firm performance and board influence on CEO turnover. Following such an argument, we argue the following hypothesis: Hypothesis 3: Firm performace positively moderates the positive relationship between the board influence and CEO turno...

책임운영기관 성과평가에 대한 메타평가 모델 설계 연구

심광호(Sim, Kwang-ho),이철주(Lee, Cheouljoo),전용식(Jeon, Yong-sik) 한국정치정보학회 2014 정치정보연구 Vol.17 No.1

우리나라의 책임운영기관제도와 재정성과관리제도는 도입 후 15년이 경과하는 동안 상호 연계성이 미흡한 상태로 운영되어 왔다. 특히, 책임운영기관은 기관장에게 재정상 자율성을 부여하되 그 운영 성과에 대하여는 책임을 지도록 하고 있으므로 재정운영에 대한 성과관리도 일반 행정기관보다 강화될 필요가 있음에도 불구하고 성과평가 부문에서는 연계성이 거의 없는 실정이다. 이와 같은 배경에 따라 본 연구는 책임운영기관에 대한 유용하고 정확한 성과정보 생산을 위하여 체제론적 시각에서 재정성과관리 관점이 반영된 메타평가(meta-evaluation) 모형을 개발하여 제시하였다. 아울러, 제시된 메타평가 모형을 활용하여 대전 및 인근지역에 위치한 6개 책임운영기관에 근무하고 있는 성과평가 및 재정관리에 경험을 갖고 있는 소속 공무원 30명을 대상으로 초점면접(Focus Interview) 및 설문조사를 실시하였다. 실태조사 결과, 첫째, 평가환경면에서 책임운영기관 법제에 재정성과관리 관점이 반영되어 있지 않았고, 기획재정부 등 재정성과 관리기관들의 책임운영기관 성과평가에의 참여는 미흡했으며, 책임운영기관 성과평가의 시기와 재정성과관리제도 평가시기가 일치되지 않아 서로간의 연계 활용도가 낮은 것으로 나타났다. 둘째, 평가투입면에서는 책임운영기관 성과평가기구의 재정성과관리 관련 전문성은 부족하였고, 재정성과관리 실적이 평가자료로 제출되고 있지 않았으며, 책임운영기관의 사업계획서와 성과계획서의 구성 및 평가지표의 불일치 현상이 큰 편이었다. 셋째, 평가수행에 있어서는 평가기구가 책임운영기관의 재정성과관리 실적을 평가에 제대로 반영하고 있지 않았으며, 책임운영기관 사업계획서에 재정성과관리 평가지표의 규모 및 가중치가 매우 미미하였고, 책임운영기관 성과평가 업무와 예?결산 업무가 단일하게 관리되고 있지 않고 있었으며, 책임운영기관 성과평가에서 예?결산자료, 성과계획서 및 보고서의 활용도가 낮은 편이었다. 넷째, 책임운영기관의 평가보고서에 재정성과관리 실적이 제대로 반영되고 있지 않았고 성과평가 결과가 다음년도 예산편성 및 성과계획서 수립에도 잘 반영되고 있지 않았다. 본 연구는 이와 같은 문제점들을 해결하기 위한 정책적 방안으로 3가지를 제시하였는데, 첫째, 책임운영성과평가에 재정성과관리 요소를 포함하도록 법제화할 필요가 있으며, 둘째, 책임운영기관 사업계획서에 성과계획서를 반영하는 체계를 마련하고, 셋째, 책임운영기관의 예산편성?운영의 자율성 확대와 재정성과와 예산과의 연계를 강화해야 할 것으로 판단되었다. Both the executive agency system and the financial performance management system in South Korea have been operating in the state of low degree of interconnectedness since 1999. In particular, the head of the executive agency has autonomy in the financial management and so also takes responsibility for its financial operations. In comparison with the general administrative institutions, an executive agency is needed to be more managed in the financial views, but there is nearly no connectivity between two systems in the context of evaluation on the performance of an executive agency. Based on the background as above, this study developed a meta-evaluation model, which represents a financial performance management view, via the systematic approach, especially consisting of environment, input, process, output and feedback factors. Based on this normative model of meta-evaluation, this study also conducted a Focus Interview (FI) targeting 30 public officials belonging to 6 executive agencies in Daejeon City and its vicinity. The main findings of FI are: (ⅰ) that the financial performance management view has not been reflected in laws and systems related to executive agencies; (ⅱ) that evaluation bodies have lacked expertises for financial performance management; (ⅲ) that the results of financial performance management have not been effectively used in the evaluations on executive agencies; and that performance information and data from the evaluations have not properly been utilized in the compilation of budget and annual performance plans for the next years. Accordingly, this study also suggests that a strategic system for evaluating the performance of the executive agencies based on a financial performance management view can be effectively developed by integrating three institutional elements: (ⅰ) building up legal foundation for performance evaluation based on the factors of financial performance management; (ⅱ) establishing a system aligning performance plan with program activity plan; and (ⅲ) enlarging the degree of autonomy in the operation of executive agencies and also strengthening the linkage between funding requests and financial performance of them.

디지털 퍼포먼스: 인공지능 시대 뉴미디어 플랫폼과 관객의 주체성

김다산 영미문학연구회 2024 안과 밖 Vol.- No.57

This paper examines the critical reception of digital immersive performance with a focus on its economic value, democratic potential, and audience agency. Recent developments in performance art have seen a rise in digital immersive experiences. Around the turn of the millennium, the rapid integration of computer technology into performance art ushered in a golden age of digital performance. Following an initial period of radical experimentation, digital performance experienced a resurgence during the COVID-19 pandemic but shifted emphasis from interaction to archival distribution. The reception of digital technology in performance has been ambivalent, largely due to the enduring dichotomy between liveness and digitality, and hybrid digital-immersive performances have been proposed to reconcile the virtuality and physicality of the experience while enhancing the liveness of the genre. Recent scholarly discussions on digital immersive performance highlight the challenges of securing funding and ensuring accessibility for audiences. At the same time, there are mixed responses regarding the autonomy of audience agency within immersive experiences and the social responsibilities of these experiences, which have increasingly become consumer goods in a capitalist society. Although digital immersive performances aim to democratize the creative process by involving audiences more actively, interactions are often limited to pre-designed elements, and audience agency remains constrained within a controlled framework. Moreover, the high costs associated with the technology restrict access to a select demographic. Whether audience agency will serve as a liberating force or merely as a marketing illusion remains debated. And yet, the emergence of generative AI in 2022 suggests that future digital immersive performances are likely to transform audience agency by enabling more direct involvement in the creative process.

택배물류 본사의 관계지향성이 대리점의 경영성과에 미치는 영향 연구

구병모(Byung-Mo COO) 한국SCM학회 2012 한국SCM학회지 Vol.12 No.1

Though Korean courier logistics industry is the service franchise business by focusing benefits which covers distribution and logistics about 20-year-history since June 1992, but the precedent researches in the aspect of franchise organization were absolutely insufficient. This study approaches to distribution logistics in the aspect of organization of franchise as well as is the empirical research thesis to investigate the influence of supervisor leadership which was established to aim relationship for the agencies by focusing headquarter, communication, educational training, and brand on management performances such as satisfaction compared to investment of agencies, satisfaction of service of customers, satisfaction of employee of agencies etc. For this study, survey was carried two times, and as result of the first questionnaire, 129 effective questionnaires were withdrawn and it was carried out factorial analysis, reliability analysis and correlation analysis, so four factors to directivity of supervisor relationship, and as for measurement, it was used each four factors for supervisor leadership , communication, educational training and brand, and each four factors for management performance of agencies and re-contraction intention. The results are as follows: First, as for supervisor leadership, it was not established significant relationship of influence on management performance of agencies, and second, communication had significant influence on management performance of agencies. Third, it was investigated that educational training had positive (+) relationship of influence on management performance of agencies, and fourth, it was supported that brand had positive influence on management performance of agencies. And last, it was supported that management performance of agencies had significant influence on re-contraction intention.

근대적 주체 이후의 행위성: 주디스 버틀러의 행위성 이론

전혜은 ( Hye Eun Jun ) 한국영미문학페미니즘학회 2011 영미문학페미니즘 Vol.19 No.2

This essay aims to seek an alternative agency theory which doesn`t depend upon the notion of modern subject. This study calls into question the established notions of agency that are based on the concept of an autonomous and coherent modern subject, because those notions cannot account for both oppression and the resistance to power and thus, especially, not only cannot account for the agency of social marginalities or subalterns but also commit the epistemological violence that forecloses their agency. In an effort to challenge these notions, this study examines Judith Butler`s agency theory. First, Butler`s agency theory rearticulates an agency beyond the dichotomy of oppression vs. freedom, and through deconstructing the epistemological frame that defines and regulates subject and agency, it reestablishes a theory for the agency of social marginalities which is produced as the excluded form from the contemporary hegemonic matrices of intelligibility. Second, Butler`s agency theory is based on the repetition in structure. Butler demonstrates that new meanings and values can be created through suspending reiterations which sustain the hegemonic regime of power, and through redeploying and reappropriating power in the course of reiterating differently. This kind of agency is ``the performative contradiction.`` We live and move on boundaries or gaps within the regime of power, and those acts can sometimes be seen as obedience, but can sometimes open some possibilities of subversion. Third, Butler reestablishes the subject as the implicated to the other. From the start a subject is formed in relationality. Thus a subject is redefined as a being who is ungrounded and incoherent, and thus have a partial unknowingness of the self, a primary opacity to the self. Starting with this concept of subject, an alternative agency escapes from the arrogance of modern subject which can know and control everything, and involves the ethical responsibility that is based on relations of dependency, and practices the representation that embraces and shows the failure of representation.

Agency 이론과 Stewardship 이론에 의한 성과주의 인사제도의 재해석

유규창,김정은,이혜정 한국인사관리학회 2010 조직과 인사관리연구 Vol.34 No.3

This study draws on both agency theory and stewardship theory in order to develop a fuller understanding of the change in performance-based HR practice of Korean firms. It also suggests ideal HR practice for Korean firms based on case studies conducted in recent years. In terms of agency theory, the study suggests HR practices and cases including 1) performance management assures goal congruence of all employees, 2) gainsharing that enables knowledge sharing on collective increases in productivity, 3) transparent information sharing, and 4) job analysis that defines role and responsibilities. From a stewardship theory perspective, the study suggests the following HR practices and cases 1) strict recruitment strategy consistent with firm value, 2) an expansion of corporate social responsibility and concrete practice, 3) leader’s enthusiastic involvement and interactive communication, and 4) workplace spirituality that enlightens the meaning of work and life. Rather than leaning towards one of these two theories, we suppose that the ideal HR practice is the one that retains control system to resolve agency problems and also inspires stewardship. By referring to Barrett’s (2003) seven level of consciousness model, this study asserts that different HR practices should be implemented according to the consciousness level of both individuals and organization. Lastly, the study emphasizes the importance of implementation and operation of system that empowers positive elements of employees. 본 연구는 사람에 대한 대비되는 관점인 Agency 이론과 Stewardship이론을 접목하여 한국 기업의 성과주의 인사제도의 변화를 조망하고 최근의 기업 사례를 토대로, 한국 기업의인적자원관리가 한 단계 더 도약하기 위한 인사제도 및 사례를 제시하였다. Agency 이론 관점에서는 1) 모든 구성원들의 목표를 일치시키는 성과관리, 2) 전사의 성과를 공유하는 집단성과급제, 3) 투명한 정보의 공유, 4) 역할과 책임(R&R)을 명확히 하는 직무분석의 인사제도를 제시하였다. 또한 Stewardship 이론 관점에서는 1) 조직 가치와 부합하는 엄격한 선발전략, 2) 기업의 사회적 책임의 확대와 구체적인 실천, 3) 리더의 적극적 경청 및 쌍방향 커뮤니케이션, 4) 일과 삶의 의미를 일깨워주는 조직영성(Workplace Spirituality)의 인사제도 및 사례를 제시하였다. 본 연구에서는 두 이론 가운데 어느 한 쪽을 선택해야 하기 보다는 Agency 문제를 해결하기 위한 통제장치를 갖추고, 이 바탕 위에 Stewardship을 고취할 수 있는 인적자원관리를 도입하는 것을 이상적인 조직으로 가정하였다. 또한 Barrett(2003)의 의식수준 단계이론을 원용하여, 개인과 조직의 의식 수준에 따라 조직에서 제공하는 인사 관행들이 다르게 나타나야 하고, 향후 한국기업에서 구성원들이 가지고 있는 긍정적인 측면을 강화하는 제도의 도입 및 운영의 필요성을 강조하였다.

가정법원조사관이 인식하는 외부기관 연계업무의 중요도와 실행도 연구

최경일 아시아교정포럼 2023 교정담론 Vol.17 No.2

The purpose of this study is to develop alternatives necessary for the family court to perform the work of linkage with community agencies more faithfully. To this end, the importance and performance of works of linkage with community agencies perceived by the family court investigator were identified by IPA(Importance-Performance Analysis). So, based on laws and previous studies works of linkage with community agencies were sorted out into three major categories and nine sub-categories. And then surveyed were performed to 67 family court investigators in charge of works of linkage with community agencies in family courts. As a results, family court investigator perceived the importance of all tasks about linkage with community agencies as statistically significantly higher than the degree of performance. According to IPA, three tasks belonged to the area of continuous maintenance and these tasks were suitable to perform in the current state. Two tasks were belonged to the area of over-investment that needed to reduce performance. Two tasks were belonged to the area of gradual improvement that had to gradually increase performance. Finally, two tasks were belonged to area of priority improvement that should be improved as quickly as possible. Based on these results, alternatives necessary to be active the works of linkage with community agencies were proposed. 본 연구는 가정법원이 후견복지적 기능을 수행하기 위해서 외부기관과 연계하여 사건 당사자에게 심리, 상담, 복지서비스를 제공하는 업무의 중요도와 실행도에 관한 담당자의 인식을 파악하고 이를 토대로 개선방안을 마련하고자 IPA(Importance- Performance Analysis)를 실시하였다. 이를 위해서 법령과 선행연구를 토대로 외부기관 연계업무를 3개 대분류와 9개 소분류로 범주화해서 문항화하였으며, 가정법원에서 외부기관 연계업무를 담당하는 가정법원조사관 69명에게서 수집한 결과를 분석하였다. 연구결과, 가정법원조사관은 외부기관 연계의 모든 업무에 대해서 중요도를 실행도보다 통계적으로 유의하게 높게 인식하였다. IPA 결과에서는 3개 업무가 현재 상태에서 수행하는 것이 적합한 지속유지영역에 속하였다. 과잉투자영역에 속해서 실행도를 줄일 필요가 있는 영역에 2개 업무, 점진적으로 실행도를 높여야 하는 점진개선영역에 2개 업무, 최대한 신속하게 개선해야 하는 우선개선영역에 2개 업무가 분포되었다. 이러한 연구결과를 통해 가정법원조사관이 인식하는 외부기관 연계업무에 대한 중요도를 바탕으로 실행도를 개선할 수 있는 방안을 제시하였다.

성과보상차등이 기업 혁신성과에 미치는 영향: 혁신 프로세스 단계별 분석

우청원 사회혁신기업연구원 2026 혁신기업연구 Vol.11 No.2

This study examines the effects of performance pay differentiation on firm innovation performance from a stage-based perspective of the innovation process. While prior studies have mainly focused on patents, R&D investment, or a single innovation indicator, this study differentiates innovation performance into three stages: new product development and introduction, degree of technological change, and new product market launch. Using the second-wave Human Capital Corporate Panel data for 2020-2022, this study constructs an unbalanced panel of 575 firms and 1,510 firm-year observations and applies pooled OLS, logit, and random-effects models. The results show that manager-level performance pay differentiation has a significantly positive effect on all three dimensions of innovation performance. These findings are broadly robust to alternative specifications using director-level pay differentiation and panel random-effects models. In addition, the positive effect of performance pay differentiation is more pronounced in manufacturing firms than in non-manufacturing firms. The findings suggest that performance pay differentiation facilitates not only a specific innovation outcome but also the broader innovation process from development to commercialization. This study contributes to the literature by extending the relationship between compensation systems and innovation from the perspectives of agency theory and tournament theory, and by suggesting that performance-linked compensation can serve as a strategic managerial mechanism for promoting firm innovation.

공공기관 경영평가지표의 안정성 분석*- 국정과제의 평가지표 영향력을 중심으로

김준현 부경대학교 인문사회과학연구소 2022 인문사회과학연구 Vol.23 No.2

Quasi-governmental agency management evaluation is a institution that fairly and objectively evaluates management efforts and performance every year in order to establish an autonomous and responsible management system for public corporations and quasi-governmental agencies. However, it is pointed out that the management evaluation system is used as a means to encourage quasi-governmental agencies to implement specific government policies by including the specific contents and performance of government policies in the evaluation indicators of quasi-governmental agency management evaluation. With this awareness in mind, this thesis examines the problems associated with turning the national policy agenda into the performance evaluation indicators and seeks countermeasures. To this end, the management evaluation system of quasi- governmental agency was overviewed, and the selection criteria and selection method of management evaluation indicators were examined. Next, as a result of confirming the extent and frequency of national policy agenda being reflected in the management evaluation indicators of quasi-governmental agencies for the successive governments since the Kim Dae-jung administration, the ratio of national policy agenda-related evaluation indicators among the newly established evaluation indicators showed almost no deviation among the five governments. It was found that the level of management evaluation index for quasi-governmental agency in each government task and the frequency of its change were excessive, reaching an average of 90%. Accordingly, it was proposed to limit the weight of the management evaluation indicators reflecting the national policy agenda to a certain limit and to allow quasi-governmental agency to select the weight of the management evaluation indicators reflecting the national policy agenda. In addition, it was proposed to change the management evaluation index reorganization cycle to five years, the same as the presidential term, and to allow quasi-governmental agencies to select points for management evaluation indexes that reflect the national policy agenda. 공공기관 경영평가는 공기업・준정부기관의 자율・책임경영체계 확립을 위해, 매년도 경영 노력과 성과를 공정하고 객관적으로 평가하는 제도이다. 그런데 공공기관 경영평가 평가지표에 정부 정책의 구체적 내용과 성과를 포함시켜, 경영평가제도를 공공기관이 특정 정부 정책을 적극적으로 구현하도록 독려하는 수단으로 활용된다는 점이 문제로 지적되고 있다. 이러한 문제의식 하에 본 논문에서는 국정과제의 경영평가 지표화에 따른 문제점을 검토하고 대응방안을 모색해보았다. 이를 위해 먼저 공공기관 경영평가제도를 개관하고, 경영평가지표의 선정기준 및 선정방식을 살펴보았다. 검토 결과 공운법 제48조 5항 단서 조항에도 불구하고 공공기관 경영평가 평가지표의 선정 및 변경은 공운위의 심의・의결을 거치면 별다른 요건이나 제약 없이 이뤄질 수 있을 것임을 알 수 있었다. 다음으로는 김대중 정부 이래 역대 정부를 대상으로 국정과제가 공공기관 경영평가 지표에 반영된 정도와 빈도를 확인하였다. 분석 결과, 신설된 평가지표 가운데 국정과제 관련 평가지표의 비율이 5개의 정부별로 편차가 거의 없이, 평균 90%에 달할 정도로 정권별 국정과제의 공기업 경영평가지표화 수준과 그 변경 빈도가 과도한 것으로 나타났다. 물론 국정과제가 공공기관 경영평가 지표에 반영되는 것 자체는 수용할 필요가 있으나, 취지를 벗어난 혹은 정부의 과도한 의도가 반영된 지표화는 공공성을 침해하고, 공공기관의 자율적 책임경영을 저해하여 많은 문제를 일으키므로 최대한 억제할 필요가 있음을 지적하였다. 이를 위해 국정과제가 반영된 경영평가지표의 비중을 일정 한도 이하로 제한하고 공공기관이 국정과제가 반영된 경영평가지표의 비중을 선택하는 방안을 제안하였다. 또한 경영평가지표 개편 주기를 대통령 임기와 동일한 5년으로 변경하고, 공공기관이 국정과제가 반영된 경영평가지표의 배점을 선택하는 방안을 제안하였다.