Performance、Connections and Identities: The Promotion of Female Leading Cadres and WUZHISHAONV in Mainland China

• Main Authors: Huai-Yang Zhu, 朱懷洋
• Other Authors: Mei-Jen Huang
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/gqb4x4

碩士 === 國立臺灣大學 === 公共事務研究所 === 107 === After the reform and opening up, modernization and economic construction have returned to the center position of the CCP’s ruling goal. Changes in the policy focus have also enabled the CCP to give cadres management multiple missions for adapting the cadre contingent to the new era, including economic growth, political stability, gender equality and national unity. However, multiple policy objectives are mixed in the cadre management system characterized by political selection and first-level management, which easily leads to mutual exclusion of each target under limited resources. When economic development and political control become the main objectives of the current cadre management of the CCP, political selection relying on performance and connections has become important mechanisms for understanding the promotion of mainland Chinese officials. On the other hand, the personnel policy of protecting minorities has been crowding out at different levels in the multi-level cadre management system, which caused the so-called “WUZHISHAONV (Ignorant Girl)” So, how should we explain the promotion of female leading cadres – is it based on their ability, or depends on good political relations, or is it necessary for policy care? This article focuses on the prefecture-level female secretaries and mayors from 2002 to 2018 in mainland China. Through empirical research, it is found that economic performance, political connections, and identities have different influences in the promotion of female cadres. Political relationship is an important factor affecting the promotion of female leading cadres, while multiple identities have a negative impact on the promotion of female mayors, then economic performance does not have a significant impact on the promotion of female leading cadres. Therefore, the performance-based promotion mechanism may be invalid in the female leadership group, and the implementation effect of the female care policy is not significant. In addition, the phenomenon of "WUZHISHAONV" may be only the effect of media and official publicity amplification. Finally, this paper also proposes some suggestions for the future reform of the personnel management system of the CCP, including reducing the excessive level of government and establishing a quota system for the selection and appointment of female cadres.