지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 저널정보
- 한국역사연구회 역사와현실 역사와 현실 제126호
- 발행연도
- 2022.12
- 수록면
- 203 - 244 (42page)
- DOI
- 10.35865/YWH.2022.12.126.203
이용수
초록· 키워드
오류제보하기
Previous studies that examined the Joseon governmental structure in the early years of the dynasty, defined the objective behind the efforts to establish such structure as an effort to establish central control of the country, and an act of prioritizing personal talents above all else. Such definition was due to a notion that viewed the Joseon bureaucratic system as sort of a prototype for the Korean modern bureaucracy. This was a rather deductive approach to the subject, and although such approach did yield some results, there were some glaring limits to such method as well. Even the most instrumental source of information in this line of study, the Joseon Law code Gyeongguk Daejeon, has never been fully dissected and examined.
So, attempted in this study is a more connective interpretation of the clauses regarding personnel regulations within Gyeongguk Daejeon, so that we could more accurately deduce the real goal behind the dynasty’s early efforts to establish a bureaucratic system. And the particular focus of this work is placed on the question of how the so-called “Gaeweol-beop(箇月法)” was established early on. To be specific, the existence of a Seniority Evaluation System for the governmental officials is spotted and examined here.
Seniority was one of the most crucial elements of Joseon bureaucracy, but it has never received sufficient attention so far. Seniority has always been considered as the most basic foundation in personnel management, but in order to apply such factor in assignments and treatments of personnel, more than necessary would have been a system with which an individual’s seniority could be gauged, evaluated and rewarded accordingly. This Gaeweol-beob was a seniority evaluation system that employed a method of evaluating an official’s seniority independently and consecutively. As this method continued to be applied in the officials’ seniority evaluation, the system settled down. This system displays full potentials to be explored in future studies, as details of this system would be immensely helpful in new interpretations of the contents of Gyeongguk Daejeon. Hopefully it would provide us with new information on the objectives behind the bureaucracy establishment in the early Joseon days.
So, attempted in this study is a more connective interpretation of the clauses regarding personnel regulations within Gyeongguk Daejeon, so that we could more accurately deduce the real goal behind the dynasty’s early efforts to establish a bureaucratic system. And the particular focus of this work is placed on the question of how the so-called “Gaeweol-beop(箇月法)” was established early on. To be specific, the existence of a Seniority Evaluation System for the governmental officials is spotted and examined here.
Seniority was one of the most crucial elements of Joseon bureaucracy, but it has never received sufficient attention so far. Seniority has always been considered as the most basic foundation in personnel management, but in order to apply such factor in assignments and treatments of personnel, more than necessary would have been a system with which an individual’s seniority could be gauged, evaluated and rewarded accordingly. This Gaeweol-beob was a seniority evaluation system that employed a method of evaluating an official’s seniority independently and consecutively. As this method continued to be applied in the officials’ seniority evaluation, the system settled down. This system displays full potentials to be explored in future studies, as details of this system would be immensely helpful in new interpretations of the contents of Gyeongguk Daejeon. Hopefully it would provide us with new information on the objectives behind the bureaucracy establishment in the early Joseon days.
목차
머리말
1. 연공평가방식으로써 개월법의 특징
2. 순자법(循資法) 연계를 이용한 개월법 적용 대상 확대
3. 연공 계산 조건의 추가와 개월법 보완
4. 무궐직(無職) 및 구임원(久任員) 설정과 개월법 운영 기반 마련
맺음말
참고문헌
Abstract
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