干部队伍建设工作始终在各级党委和政府的工作中占据极为重要的地位。其中的核心问题，是如何从同级干部中选拔任用德才兼备、人岗相适的人选，即干部的选贤任能。关于中国干部晋升机制的学术研究为数不少，但主要集中于地方干部，特别是对各级地方党政主官的研究，而对另一个重要的干部群体——国家部委干部晋升机的研究几乎处于空白状态。国家部委的组织结构、职能、工作模式等均与地方党政机关有不同之处，部委干部与地方干部的晋升机制同样存在差异，因此对于国家部委干部的晋升机制有其独特的研究意义。国家部委居于国家政策研究制定的最后一环和贯彻落实的第一环，其干部素质高度决定了国家治理的质量，对国家部委选贤任能机制的研究应予以重视。 本文选取国家部委正处级干部晋升副司局岗位这一“仕途”中的关键环节为研究对象，通过定性分析和定量分析对选贤任能机制进行分析。在定量研究方面，采用事件史分析法，选取A部650名处长和司局级干部为样本，设置基本情况、基础能力、社会资本、岗位履历、部门情况等5类28个变量，形成5396条样本数据，对样本中干部晋升副司局级职务这一事件进行影响因素分析。为进一步阐释国家部委干部晋升机制，本文还从政治保障、制度保障、权力运行机制保障3个角度，结合A部实际情况进行定性分析，尝试对国家部委选贤任能机制作出机制化、规律化的阐释。 本文的研究较为清晰地展现了以A部委为代表的部委正处级干部晋升副司局级岗位这一环节的运行机制。从定量分析结果看，与个人能力、岗位履历相关的变量大多与干部晋升显著正相关，而社会资本类变量与干部晋升相关性均不显著，从而印证了“能力决定论”，否定了“关系决定论”，在一定程度上印证了选贤任能在国家部委这一层面的实现。同时本文也探讨了国家部委干部晋升机制中存在问题，并针对性提出对策建议。
The work of cadre team building has always held an extremely important position in the agendas of party committees and governments at all levels. The core issue within this context lies in how to select and promote capable and virtuous individuals from among their peers, ensuring they are a good fit for their positions-essentially, the mechanism for selecting and appointing capable officials. A significant body of academic research exists on China's cadre promotion system, yet much of it is focused predominantly on local-level cadres, particularly those serving as key officials in local party and government entities. In contrast, the promotion mechanisms for another crucial cadre group- national ministry and commission officials-remain more enigmatic and have been relatively understudied, almost to the point of being uncharted territory. Given that national ministries and commissions differ in their organizational structure, functions, and working models compared to local party and government organs, the promotion mechanisms for their cadres also exhibit differences, thus lending independent significance to researching the promotion mechanisms specific to these national bodies.National ministries and commissions occupy the critical juncture between the final stage of formulating national policies and the initial stage of their implementation. The caliber of their cadres directly determines the quality of national governance, thereby emphasizing the importance of understanding and studying the practical functioning of the selection and appointment mechanism within these organizations.This paper centers its investigation on a pivotal stage in an official's career trajectory: the promotion of cadres at the full section level to deputy director-general positions within national ministries. Employing both qualitative and quantitative analytical methods, the study uses event history analysis, taking 650 section chiefs and director-general level cadres from Ministry A as a sample. It establishes five categories of 28 variables, including basic information, fundamental abilities, social capital, job experience, and departmental context, forming 5,396 data samples. Through this, the factors influencing promotions to deputy director-general roles are analyzed. Quantitative findings reveal that variables related to personal capabilities and job experience show a significant positive correlation with cadre promotions, whereas those associated with social capital do not exhibit significant correlations, thereby validating the "capability determines" theory and refuting the notion that "connections determine everything."To further elucidate the promotion mechanisms for cadres in national ministries, the paper conducts a qualitative analysis from three perspectives: political safeguards, institutional guarantees, and mechanisms ensuring the exercise of power, incorporating specific case studies from Ministry A. This aims to provide a systemic and regularity-based explanation of the talent selection and appointment mechanisms within these ministries.The research offers a clear depiction of the operational mechanisms behind cadre promotions in national ministries, with conclusions that, to a certain extent, demonstrate the realization of the Communist Party of China's principles of selecting people based on merit and prioritizing the needs of the cause at the level of national ministries. Furthermore, by exploring existing issues within these promotion mechanisms and proposing targeted recommendations.
