| Summary: | 碩士 === 國立臺灣大學 === 國家發展研究所 === 96 === Since the enactment of the “Act of the Establishment of the Government Employee Ethics Units and Officers” in the ROC in Jun 1992, many government employee ethnics units have been established one after another. From 1993 to the present, the Government Employee Ethics Units have been seeking to gain judicial investigation and set up “an exclusive anti-corruption department” to reform or reengineer their organization. However, their wishes have not been realized. In terms of the anti-corruption system in our nation, whether their wishes can be realized is an important issue.
Of domestic studies on whether “an exclusive anti-corruption department” should be established, most proposed to employ the excellent anti-corruption systems in Singapore, Hong Kong, and etc. as a reference for our nation. Due to the significant difference in cultural background and legal systems in between these nations and ours, whether or not an exclusive anti-corruption department should be established usually ended up with incongruent conclusions, depending on the perspective of the researchers. Therefore, this study proposed to take the approach of systems science. On the strength of systems science, the current situations of the Government Employee Ethics Units and the environment based on government reengineering were explored. From the structure of the domestic anti-corruption system and the occurrence or control of corruption, this study further investigated the blind point of the domestic anti-corruption system and feasibility of reengineering the current in the Government Employee Ethics Units, in an attempt to address the issue of whether to establish an exclusive anti-corruption department, which has been controversial since the establishment of the Government Employee Ethics Units. As a result, the objectives of this study were:
1. To clarify the original mission of the Government Employee Ethics Units and the value of their existence.
2. To probe into the impact of government reengineering on the Government Employee Ethics Units.
3. To explore the reengineering laws of the Government Employee Ethics Units and how they can improve the overall effectiveness of the Government Employee Ethics Units.
From the perspective of systems science, the Government Employee Ethics Units are Sensors which collect instant and correct information of corruption, Display Data Channels which deliver information of corruption, and Starters which trigger the Controllers of the anti-corruption mechanisms in the government. They are not anti-corruption controllers having direct effects on anti-corruption. Instead, they are merely deliverers of corruption information. If the controllers are insensitive to corruption information or the corruption information is polluted or cleared during the delivery process, anti-corruption mechanisms may not be instantly activated, thus restraining the functions of the Government Employee Ethics Units. This is why the Government Employee Ethics Units have been seeking to set up the anti-corruption controller—an exclusive anti-corruption department—which is directly associated with the Government Employee Ethics Units to reform their organization.
The purpose of establishing an “exclusive anti-corruption department”, on one hand, is to facilitate investigation of corruption and malfeasance of government employees. The Government Employee Ethics Units can directly communicate with this exclusive anti-corruption department and adjust the control signals. On the other hand, this exclusive department can be the support for the Government Employee Ethics Units. Directors and governors of the government will attach much importance to the feed forward signals of the Government Employee Ethics Units and adjust their control behaviors accordingly. As a result, the effectiveness of the entire anti-corruption control can be enhanced.
However, it may be difficult in legislation that the Government Employee Ethics Units reengineer their organizations through establishment of an “exclusive anti-corruption department”. Therefore, it was suggested that during the legislation period, streamlining the organizations should be considered. Based on the directions of “control of quotas of ethics units and officers”, “flexible distribution of tasks, officers, and budgets, depending on realistic needs”, and “using an appraisal system to increase the objectivity of official deployment”, the Government Employee Ethics Units should be properly amending “Act of the Establishment of the Government Employee Ethics Units and Officers” and enforcement rules under the framework of government reengineering. Moreover, a highly reliable, valid, and trustworthy standard should also be set up to measure the ethics of each government organization or employee to objectively demonstrate the effectiveness of the government. All of these are the goals to be attained by the current Government Employee Ethics Units.
|
|---|
