Dissertations / Theses on the topic 'Civil service Australia Officials and employees'
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Wright, David R. "Accident experience of Commonwealth Government employees in Western Australia : 1 June 1993 to 2 December 1995." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1998. https://ro.ecu.edu.au/theses/1444.
Full textKwok, Kok-ming Andrew. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12361100.
Full text郭國銘 and Kok-ming Andrew Kwok. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975410.
Full textLuk, Ming, and 陸明. "A study of the ranking process of civil service grades in the Hong Kong government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975112.
Full textLeong, Yua-yan Susanna. "Investment in people : training strategy of the Environmental Protection Department /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13762187.
Full textIp, Oi-chun Stella, and 葉愛珍. "A study of pay policy in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974429.
Full textChan, Wong Yan-lan Elaine, and 陳黃紉蘭. "Allowances as incentives: a study of practicein the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31974995.
Full textChan, Wong Yan-lan Elaine. "Allowances as incentives : a study of practice in the Hong Kong civil service /." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12335204.
Full textHo, Siu-wah Annie, and 何小華. "The evaluation of training in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31964278.
Full textKwong, Woo-shun Allan. "Promotion policy in the Hong Kong Civil Service." [Hong Kong] : University of Hong Kong, 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236179.
Full textIp, Oi-chun Stella. "A study of pay policy in the Hong Kong civil service." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316180.
Full textLuk, Ming. "A study of the ranking process of civil service grades in the Hong Kong government." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12334388.
Full textChiu, Yin-wa David. "An evaluation of the personnel discipline policy of the Hong Kong government." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14023817.
Full textKwong, Woo-shun Allan, and 鄺和順. "Promotion policy in the Hong Kong Civil Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964072.
Full textTam, Lin-chung. "The provision of trainer training in the Hong Kong Civil Service : perspectives and the way ahead /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17507716.
Full textKam, Chun-cheong Patrick. "Training and development in the Hong Kong civil service : a case study of the executive officer grade /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17957710.
Full textButt, Yiu-ming Brian. "Local terms of employment for expatriate civil servants /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724364.
Full textWong, Tee-vee Vivian. "A study of the ethics of Hong Kong civil servants in the transition to 1997 and beyond." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1402391X.
Full textChan, Nga-lai Ella. "Pay administration in the Hong Kong civil service." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236325.
Full textChan, Kwok-keung Kelvin. "An assessment of Hong Kong civil service pay system : lessons from reform measures of the OECD countries /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21038247.
Full textLau, Chiu Wai-yee Hilda. "Career patterns of senior specialists in the Hong Kong civil service." [Hong Kong : University of Hong Kong], 1986. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12323299.
Full textChu, Man-kin. "Personnel policy and the disciplined services 1985-1991 : an evaluation of pay policy /." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13274764.
Full textMthethwa, Kholekile F. "Training and localisation policy: a case study of Swaziland." University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&.
Full textLee, Kwong-yan Leo. "An assessment of the representativeness of the Hong Kong senior civil service." [Hong Kong : University of Hong Kong], 1986. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12323305.
Full textTam, Lin-chung, and 譚連聰. "The provision of trainer training in the Hong Kong Civil Service: perspectives and the way ahead." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31965052.
Full textLeong, Yua-yan Susanna, and 梁若茵. "Investment in people: training strategy of the Environmental Protection Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1994. http://hub.hku.hk/bib/B31964588.
Full textLau, Chiu Wai-yee Hilda, and 劉趙慧儀. "Career patterns of senior specialists in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B3197479X.
Full textWong, Tee-vee Vivian, and 黃天慧. "A study of the ethics of Hong Kong civil servants in the transition to1997 and beyond." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31964862.
Full textChan, Nga-lai Ella, and 陳雅麗. "Pay administration in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31963997.
Full textWan, Choi Suen Chelsea. "A study of the problems in promoting wider use of Chinese in the Hong Kong government." HKBU Institutional Repository, 1997. http://repository.hkbu.edu.hk/etd_ra/111.
Full textChu, Man-kin, and 朱文健. "Personnel policy and the disciplined services 1985-1991: an evaluation of pay policy." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964023.
Full textChan, Kwok-keung Kelvin, and 陳國強. "An assessment of Hong Kong civil service pay system: lessons from reform measures of the OECD countries." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31965726.
Full textLee, Kwong-yan Leo, and 李廣仁. "An assessment of the representativeness of the Hong Kong senior civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1986. http://hub.hku.hk/bib/B31974818.
Full textBrand, Hugo. "Die voorbereiding tot aftreebeplanning binne plaaslike owerhede." Thesis, Cape Technikon, 1999. http://hdl.handle.net/20.500.11838/2083.
Full textAlthough retirement planning is well known in most South African organizations it is an aspect that enjoys a low priority in the majority of organisations resulting in weak and insufficient retirement planning. The aforementioned together with a lack of sufficient retirement planning preparation within local authorities often leads to the formation of an incorrect perception when individuals retire. Aspects affecting retirement planning include the continued high inflation rate, affirmative action, political and economic uncertainty, the population explosion, unemployment and rationalization. It is therefore imperative that officials receive the necessary training and leadership for the expected success of retirement. An important shortcoming exists in this unique field to school and prepare officials and the importance of establishing an independent future after an active career becomes essential. The focus point for this investigation was to determine to what degree retirement planning is operational in local authorities. Secondly, the degree to which available information in connection with retirement planning is used to prepare officials effectively for the process was determined. Subsequently problems experienced with the application and implementation of a retirement plan for officials as well as obstacles that could hinder the process of successful timeous retirement planning was also looked at.
Chiu, Yin-wa David, and 趙燕驊. "An evaluation of the personnel discipline policy of the Hong Kong government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31964746.
Full textCarman, John Nathaniel. "Analysis of Qualified Immunity for Texas Public School Professional Employees as Interpreted by the Texas Courts." Thesis, University of North Texas, 2009. https://digital.library.unt.edu/ark:/67531/metadc9857/.
Full textSabilika, Maxwell Seagent. "Evaluating the efficacy of anti-corruption measures in the procurement system: a case study of Marondera municipality in Mashonaland, east of Zimbabwe." Thesis, University of Fort Hare, 2012. http://hdl.handle.net/10353/d1007620.
Full textLi, Shi Bin. "How to implement civil servant exam recruitment according to the principles of openness, equality, competition and selective." Thesis, University of Macau, 2000. http://umaclib3.umac.mo/record=b1636661.
Full text林煒任. "澳門特別行政區政府 公務人員職程制度 改革及發展之研究分析." Thesis, University of Macau, 2011. http://umaclib3.umac.mo/record=b2555190.
Full textGijana, Andile Patrick. "Assessing challenges in public appointments and recruitment processes in Chris Hani District Municipality: a case study of human resource department in Lukhanji Local Municipality." Thesis, University of Fort Hare, 2011. http://hdl.handle.net/10353/325.
Full textOh, Seong Soo. "The impact of performance ratings on federal personnel decisions." Diss., Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/31659.
Full textSinclair, Donna Lynn. "Caring for the Land, Serving People: Creating a Multicultural Forest Service in the Civil Rights Era." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2463.
Full text郭建良. "澳門公務人員退休政策 : 退休及撫卹制度與公積金制度比較研究." Thesis, University of Macau, 2010. http://umaclib3.umac.mo/record=b2555198.
Full textHamza, Enayatulla. "The role of higher education in public sector education and training : the case of the School of Government, University of the Western Cape." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/5212.
Full textENGLISH ABSTRACT: The provision of Public Administration education and training has been under the spotlight by Higher Education Institutions (HEIs) since the early 1990’s and has received further prominence by the South African government in recent years. The 1994 democratic elections has brought about challenges and opportunities for educational and training institutions, among others, to reflect on their programme content, methodology and clientele and to gear themselves towards the needs of a “developmental state”. In response to these challenges and opportunities, South African HEIs of various types and sizes have attempted to introduce or reform Public Administration education and training programmes to both fit into the new political dispensation and help transform its public service. However, the emergence of these new education and training programmes have not been without difficulties. Notable efforts have been the emergence of schools of governments or public management at various tertiary institutions all of which purport to educate and train public officials for a democratic service. The euphoria that accompanied the institutional reforms might suggest that all is well, but the reality records that not all programmes have lived to their ideals. In the light of the above context, this study focuses on the School of Government (SOG), University of the Western Cape (UWC). The school has been selected due to its formal commitment to the provision of public service education and training for the post-apartheid civil service. The study focuses on the role of the school, its leadership, structure, content and processes of education and training programmes for the public service in the country. The study explores the broad global and national role of HEIs in general, and their particular role in the provision of Public Administration education and training. The study traces the global and national debates with respect to how public servants ought to be educated and trained, and illustrates the Public Administration education and training challenges faced in South Africa. The study also explores the legislative and policy framework governing HEIs and public sector education and training in South Africa. The evaluation of the UWC School of Government is based on the adaptation of the IASIA/UNDESA Standards of Excellence model to measure the role and performance of the case. The case study is measured through the application of institutional and programmatic criteria. In addition to the institutional criteria, the programme criteria focuses on the SOG’s programme development and review processes, its programme content, programme management and administration, and the performance of its programmes. The analysis of the case study is preceded by a historiography and background of the SOG and its education and training programmes. A critical analysis of the case study is undertaken in relation to the institutional and programmatic criteria mentioned above. Based on the findings of the study, the thesis concludes with recommendations relevant to the case study and provides more general recommendations applicable to institutions involved in the provision of Public Administration education and training.
AFRIKAANSE OPSOMMING: Die voorsiening van Publieke Administrasie onderrig en opleiding is onder die vegrootglas by hoër onderwys instellings (HOIs) sedert die vroeë 1990’s en het in onlangse jare verdere prominensie verkry by die Suid Afrikaanse regering. Die 1994 demokratiese verkiesing het uitdagings en geleenthede vir onderrig en opleiding instellings teweeg gebring om, onder andere, te besin oor programinhoud, metodologie en kliëntebasis en om hulself in rat te kry vir die behoeftes van die ontwikkelingstaat. In reaksie op hierdie uitdagings en geleenthede poog Suid Afrikaanse HOIs van verskillende tipes en groottes om Publieke Administrasie onderrig en opleidings programme in te stel of te hervorm sodat dit by die nuwe politieke bedeling inpas en help om die publieke diens te transformeer. Die ontwikkeling van nuwe onderrig en opleidings programme sou egter nie sonder sy eiesoortige probleme wees nie. Die ontstaan van Skole vir Openbare Bestuur (SOB) by verskeie tersiêre instellings was aan die orde van die dag en kort voor lank was voormelde instellings almal daarop uit om staatsamptenare vir ‘n demokratiese staatsdiens op te lei. Die euforie wat met hervorming gepaard gegaan het, sou die skyn wek dat alles goed en wel is, maar die realiteit toon dat nie alle programme aan die ideale wat gestel is voldoen het nie. In die lig van voormelde, fokus hierdie studie op die Skool vir Openbare Regering (SOR) aan die Universiteit van Wes-Kaap (UWK). Die SOR is gekies vanweë sy formele toewyding tot die onderrig en opleiding van studente vir die publieke sektor in post-Apartheid Suid-Afrika. Voorts sal die ondersoek fokus op die rol van die Skool, leierskap struktuur, onderriginhoud asook programprosesse vir onderrig en opleiding in die openbare sektor. Die studie ondersoek die globale en nasionale rol wat HOI’s in die algemeen speel en in besonder die voorsiening van onderrig en opleiding in Publieke Administrasie. Verder volg die studie die globale en nasionale diskoerse oor hoe staatsamptenare opgelei en onderrig behoort te word en illustreer, aan die hand hiervan, die uitdagings waarmee die onderrig en opleiding van Publieke Administrasie in Suid-Afrika te kampe het. Die studie ondersoek ook die wetlike en beleidsraamwerk waarbinne HOI’s en die publieke sektor in Suid-Afrika gereguleer word. Die SOR aan die UWK word dan geevalueer aan die hand van die IASIA/UNDESA Model van Standaarde van Uitsonderlikheid wat ook die rol en vordering in die gevallestudie meet. Meting van gevallestudie geskied met behulp van die toepassing van institutionele en programmatiese kriteria. Addisioneel tot die institutionele en programkriteria word daar ook gefokus op; programontwikkeling en hersieningsprosesse, programinhoud, programbestuur en administrasie en program vordering binne die SOR. Ontleding van die gevallestudie word voorafgegaan deur ‘n historiese oorsig en agtergrond van die SOR; en sy onderrig en opleidingsprogramme. In verhouding tot sy institutionele en programmatieka kriteria, soos vermeld, word die studie onderwerp aan kritiese ontleding en ondersoek. Gebaseer op die bevindings van die ondersoek, maak die tesis direk-verwante aanbevelings asook algemene aanbevelings gerig op instellings in die breë wat betrokke is by die onderrig en opleiding van Publieke Administrasie.
Jenkins, Sarah Anne. "Reimagining career in the Australian Public Service : take it or leave it?" Phd thesis, 2000. http://hdl.handle.net/1885/148120.
Full textDay, Carla Lynelle. "The role of values in employee decision making in the Australian Department of Defence." Phd thesis, 2006. http://hdl.handle.net/1885/151194.
Full textArnold, Lisa. "The devolution revolution : the effect of human resource management reform in the Australian Public Service." Phd thesis, 2009. http://hdl.handle.net/1885/149594.
Full text"A study of the management of the administrative service in the Hong Kong Government." Chinese University of Hong Kong, 1990. http://library.cuhk.edu.hk/record=b5886363.
Full textThesis (M.B.A.)--Chinese University of Hong Kong, 1990.
Bibliography: leaf 74.
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF TABLES --- p.vi
ACKNOWLEDGMENTS --- p.v
Chapter
Chapter I. --- INTRODUCTION --- p.1
Chapter II. --- METHODOLOGY --- p.4
Chapter III. --- FEATURES OF THE ADMINISTRATIVE SERVICE --- p.11
Culture of the Hong Kong Government --- p.11
The Recruitment and Selection Process --- p.13
Training --- p.17
Generalists and Specialists --- p.24
Structure and Career Pattern --- p.21
Chapter IV. --- PROBLEMS FACED BY THE ADMINISTRATIVE SERVICE --- p.32
Changing Culture of the Government --- p.33
Uncertainty about the Future --- p.34
Brain Drain/Wastage --- p.36
Development of the Representative Government --- p.37
Increasing Contact with China --- p.39
Chapter V. --- CONCLUSION --- p.41
Recommendations for the Development of the Administrative Service --- p.42
TABLE I - VII --- p.48
APPENDIX
Chapter I. --- Survey Questionnaire --- p.55
Chapter II. --- Advertisement for the Administrative Officer Post --- p.59
Chapter III. --- Flowchart for the Recruitment and Selection Exercise of Administrative Officers --- p.60
Chapter IV. --- Training Flowchart for Administrative Officers ____ --- p.61
Chapter V. --- Induction Course for Newly Recruited Administrative Officers --- p.62
Chapter VI. --- Programme of the Oxford Course European Study Tour 1989 --- p.66
Chapter VII --- Management Course for Probationary Administrative Officers Organised by the Senior Staff Course Centre --- p.69
Chapter VIII. --- "Organisational Chart of the Planning, Environment and Lands Branch" --- p.70
Chapter IX. --- Organisational Structure of the Planning Department --- p.71
Chapter X. --- Organisation of the Recreation and Culture Branch --- p.12
Chapter XI. --- Organisational Chart of the Television and Entertainment Licensing Authority --- p.73
BIBLIOGRAPHY --- p.74
"香港官學生社會背景研究(1862-1941)." 2004. http://library.cuhk.edu.hk/record=b5891845.
Full text"2004年7月".
論文(哲學碩士)--香港中文大學, 2004.
參考文獻 (leaves 214-224).
附中英文摘要.
"2004 nian 7 yue".
Yan Aochai.
Lun wen (zhe xue shuo shi)--Xianggang Zhong wen da xue, 2004.
Can kao wen xian (leaves 214-224).
Fu Zhong Ying wen zhai yao.
Chapter 第一章 --- 引言 --- p.9-21
Chapter 第二章 --- 官學生制度出現與更迭 --- p.22-81
Chapter 第一節 --- 1862年前英國和香港公務員制度 --- p.23-34
Chapter 第二節 --- 官學生制度簡介：詮選形式 --- p.35-39
Chapter 第三節 --- 官學生制度簡介:培訓制度 --- p.40-49
Chapter 第四節 --- 官學生制度簡介：薪金 --- p.50-63
Chapter 第五節 --- 官學生制度簡介：晉升 --- p.64-75
Chapter 第六節 --- 官學生制度簡介：退休福利 --- p.76-78
Chapter 第七節 --- 小結 --- p.79-81
Chapter 第三章 --- 官學生社會背景槪要 --- p.87-157
Chapter 第一節 --- 出生年份、出生地點、家庭背景 --- p.88-98
Chapter 第二節 --- 教育 --- p.99-114
Chapter 第三節 --- 入職、培訓與晉升 --- p.115-135
Chapter 第四節 --- 社交活動與家庭生活 --- p.136-146
Chapter 第五節 --- 退休生活及死亡 --- p.147-149
Chapter 第六節 --- 小結 --- p.150-157
Chapter 第四章 --- 官學生對香港內政的影響 --- p.158-174
Chapter 第一節 --- 理民府官的職責簡介與其局限 --- p.159-161
Chapter 第二節 --- 官學生在理民府扮演的角色 --- p.162-172
Chapter 第三節 --- 小結：官學生在香港內政的角色 --- p.173-174
Chapter 第五章 --- 官學生對中英外交的影響 --- p.175-193
Chapter 第一節 --- 官學生影響中英外交事務的途徑 --- p.176-178
Chapter 第二節 --- 個案硏究一:辛亥革命後的香港與廣州政府 --- p.182-191
Chapter 第三節 --- 個案硏究二 ：省港大罷工〔1925 -1926年〕 --- p.192-201
Chapter 第四節 --- 小結：官學生在中英外交的角色 --- p.202-203
Chapter 第六章 --- 總結 --- p.204-208
參考書目 --- p.214-224
"「干城之選」: 清代武舉制度之設計, 運作及其功效 = Recruiting military talents, fortifying the Manchu Empire: institutional designs, actual implementations, and practical functions of the imperial military examination system in the Qing dynasty." 2014. http://library.cuhk.edu.hk/record=b6115482.
Full text入關伊始，清廷即詔令因襲前明舊制，開設文武科考。自順治二年（1645）開科鄉試，至光緒二十七年（1901）正式廢除，清代武科持續運作二百五十餘年，幾與王朝相伴始終。清代武科之主要層級同於文科，皆始於童試，繼而鄉試、會試，終於殿試。各級武考中式者，亦相應得授武生員、武舉人、武進士出身。武科各級考試，均分別外場、內場進行，以外場試武藝，內場試文藝。錄取權衡時外場重於內場，外場技藝之中，馬、步箭及開弓又重於舞刀、掇石。
清代武科之制度設計及考試內容，延續中國歷代選士「文武合一」之一貫理想，然現實中卻文武殊途。清代武科之設計與運作，既體現旗民之別，八旗內部又有滿蒙與漢軍之別、京旗與駐防之別。武科之正面影響遠不及文科，然文武科考皆為常規掄才途徑，兩者所揭櫫清代政局大勢與掄才需求之變化，實際異曲同工。通過文武兩途考選，清代科考人才之宏觀佈局，呈現南方文風熾盛、北方技勇突出之特徵。武進士之初始授職，以皇宮侍衛及地方營、衛守備為主，然武科選途清初即病壅滯，實授遷轉甚難。
清廷之復武科，宣稱旨在遴選「干城之才」，以為「腹心之寄」。然武科內場考試，自乾隆朝廢止《四書》，嘉慶朝盡廢論、策之試，改為默寫《武經》，日漸形同虛設。武科士子之文化素養，亦日益下降。武科外場所試技藝，係屬展示表演，而非對抗實戰。而且，自乾隆間改試鳥槍之議被禁，外場各項冷兵器技藝考核陳陳相因，與實際戰局日漸疏離。職是之故，清代中期以降，武科越益頹化為授予功名之儀式與恩榮，而非掄才要徑、晉身要途。武進士初始授職之品級，雖遠較文進士為高，然武科出身之仕途前景與政治影響遠不及文科。更有甚者，武科內、外場不僅弊情嚴重，不少武科士子更危害一方，成為地方社會亂源，大悖設科初衷。
清代武科出身雖有功勳卓著、官居高位者，然究屬鳳毛麟角，且集中於清代初中期。整體而論，這套幾乎橫貫全國、縱跨全清之掄才制度，得材甚少。其對帝國整體軍事力量，亦鮮少實質促進。然武科之存續，仍有平衡文武、調劑滿漢之功用，清廷既可藉此驅策雙方、維持動態均勢，又可以之宣示恩典威權、籠絡地方。因此，清代武科雖然實效不彰，卻又相沿不輟。必至清末內憂外患之鉅變衝擊，始與文科相繼停廢。復因武科之影響遠不及文科，故廢除武科所致近代中國社會之震盪，亦不可與停廢文科同日而語。
Established by Empress Wu in 702, the imperial military examination system lasted, albeit having been suspended in the entire Yuan dynasty and in part of the Song, Jin and Ming dynasties occasionally, for 1200 years, which was nearly as long as the period of existence of the imperial civil examination system. In effect, the military examination system, associated with military schools, military classics and military temples, functioned as a mechanism parallel to the civil examination and its related institutions (i.e., Confucian schools, Confucian classics and Confucian temples) for cultivating and recruiting talents in late imperial China. Although the two systems exerted influence in different degrees on the Chinese empire, they co-existed and managed to keep a balance between them for more than a millennium so as to contribute to the stable and smooth governance of traditional China.
The Manchu court, immediately after entering Beijing, decreed to resume the civil and military examinations by adopting the former Ming institutions. Since its restoration in 1645, the military examination system ran consecutively for more than 250 years until it was eventually abolished in 1901. The vertical levels of the military examination, which were the same as those for its civil counterpart, included Tongshi (examination for junior students), Xiangshi (provincial examination), Huishi (metropolitan examination), and Dianshi (palace examination). Candidates who passed examinations at different levels were conferred the corresponding status of Wushengyuan (military government students), Wujuren (military provincial graduates) and Wujinshi (military metropolitan graduates). At each level, the military examination consisted of the outer session for tests of martial arts and physical strengths and the inner session on military classics and literary abilities. As for selection criteria, the outer session often carried greater weight. Among the examination items for the outer session, mounted archery, standing archery and bow-drawing were more important than long-handled sword-brandishing and stone-lifting.
To integrate literary and martial competence, the long-standing ideal of talent-recruitment in traditional China, was also materialized in the Qing military examination. In reality, however, the civil and military tracks diverged remarkably from each other. The design and implementation of the military examination system evinced a clear distinction between banner people and commoners. Even within the Eight Banners, there were different arrangements for Manchus, Mongols and Han military bannermen, and for capital banners and provincial garrison banners as well. In terms of positive influence, the military examination system could not compare with the civil one. However, the vicissitudes of both the civil and military examination systems, as components of the mechanism for the recruitment of talents, reflected almost similarly the changes in political development and the correspondent needs for helps from social elites in Qing times. Under these two systems, the macro-spatial distribution of talented candidates in the Qing demonstrated that those from the south were versed in literary skills, whilst those from the north were excellent in martial arts. The initial position for a newly admitted military Jinshi was usually the imperial guard or mid-ranking officer in the local Green Standard Army. But the career prospects of the military degree holders started to dim as early as the beginning of the dynasty. The situation became increasingly difficult afterwards when promising appointments with promotion prospects were hard to come by.
The Qing court constantly claimed that the restoration of military examination aimed at nurturing able military talents to serve as reliable defenders of the empire. Yet after Emperor Qianlong cancelled the test on The Four Books and Emperor Jiaqing further replaced discourse essay composition with short paragraph writing of the military classics from memory, the inner session of the examination was gradually turned into something in name only. The result was an increasing decline of the overall literary level of the candidates. More problematically, the test of martial skills in the outer session of the examination was more on individual demonstrative performance than actual confrontational combat. And since Emperor Qianlong had banned the inclusion of musket as an item of examination in the outer session, the use of traditional cold weapons and relevant skills were tested repeatedly without substantial reform, making the examination further and further irrelevant to actual warfare. Thus after the mid-Qing era, the military examination degenerated gradually into something ceremonial and honour-endowing, rather than a key mechanism of talent recruitment. Despite the superior rankings of initial appointments, the subsequent career prospects and political influences of the military Jinshi were far less favorable than those of their literary peers. What further worsened the situation was the phenomenon that, apart from severe malpractice and corruption in the examination, many military degree holders even committed infamous deeds and thus became the source of unrests in local society, starkly betraying the original intention of the institution of imperial examination.
Cases of military degree holders who performed meritoriously in military and political realms did exist. They were nevertheless rare and mainly appeared during the first half of the dynasty. A holistic evaluation of the military examination system, which was operated spatially all over the empire and temporally nearly throughout the entire dynasty, nurtured few serviceable military talents. It could therefore hardly make significant contribution to the empire’s overall military strengths. Paradoxically, the military examination system did continue to function as an institution to balance the civil and military sectors, and Manchus and the Han, in terms of interest and power. In adopting it, the Manchu court could manipulate both sides and keep a dynamic balance between them, meanwhile bestowing favours on, declaring authority over, and winning the support of society. Therefore, the military examination system remained in operation although it did not work effectively as a due talent-recruiting institution. It was officially abrogated, shortly before the abolition of its civil counterpart, in the very late period of the Qing under the impact of a series of social upheavals and tremendous political changes, amid external military threats. As the influence of the military examination system could nowhere match that of the civil examination system, the abolition of the latter seemed to have brought a much bigger shock to Chinese society in transition to the modern era.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
李林.
Thesis (Ph.D.) Chinese University of Hong Kong, 2014.
Includes bibliographical references (leaves 345-360).
Abstracts also in English.
Li Lin.