Ce sujet de recherche appelle à s’interroger sur le statut le plus approprié pour les agents contractuels au sein de l’administration publique et par là-même, sur le régime de l’emploi public à adopter afin de l’adapter aux missions d’une administration moderne. A ce titre, deux options sont possibles : d’une part, la généralisation du statut de fonctionnaire ou du contrat à tous les agents publics ; d’autre part, la coexistence du statut et du contrat sous la forme de deux régimes strictement distincts, ou la recherche d’une harmonisation croissante entre eux, en adaptant cette coexistence à des missions spécifiques ou en les attribuant de manière indifférenciée quels que soient les postes ou les métiers exercés. Il y aura lieu d’apprécier quelle modalité de lien unira le contractuel à la personne publique, mais aussi, le cas échéant, le fonctionnaire à cette même personne. Cette étude s’attache à apporter des réponses à ces sujets. La première partie vise à déterminer les règles applicables à l’agent contractuel. Il s’agit de mettre en évidence l’existence de cet agent public particulier, en montrant l’émergence de cette notion juridique marquée par la diversité des statuts puis d’analyser le régime des contractuels, tant dans ses modalités de recrutement que dans les règles d’évolution du contrat, ce qui permettra de faire apparaître l’esquisse d’une carrière. La seconde partie analyse l’hybridation du statut et du contrat, caractérisée par une harmonisation de la protection des contractuels et des titulaires en termes de convergence des droits et de sécurisation de l’emploi, ainsi que par la nouvelle gestion de l’emploi public qui affecte l’ensemble des agents publics, selon deux logiques concomitantes, managériale et contractuelle. Il est finalement observé que si le droit de la fonction publique peut et doit conserver certaines spécificités, il ne doit pas pour autant évoluer en marge, voire à contre courant des évolutions contemporaines affectant l’emploi salarié de droit commun. / This research consists in a study about the most appropriate status for civils servants and more generally, people who work for public utilities. It appears that it is a twofold question: first, it might be possible that every worker could have the same status created by a contract or an administrative decision. Secondly, an other system could be enacted, the coexistence of a special status for some of them, and a contract for the others. If this second option is chosen, the question is which kind of harmonisation between the status and the contract. The aim of this thesis is to answer to these questions. The first part is an analysis of the conditions of the work of the people who are linked by the public administration with a contract. They are called “contractuels”. The notion and its regime are analysed (especially, the condition of the recruitment and the career of these workers). The second part of the thesis consists in a larger study. Because of the logic of competition and performance, and under the influence of Europe, public utilities have changed. Their missions are different. So the status of the people who work for these services has changed too. This new status is a mix of contract and traditional administrative rule. A new kind of management and a new public law appear. The differences between civils servants are less and less important and, in the same way, their similarities with workers from the private sector are more important.

Pour être reconnu « citoyens », les Vietnamiens ont dû subir de longues années de guerre. Une République socialiste indépendante est créée et s’est développée mais la vie des citoyens est toujours difficile en raison notamment de la gestion de l’État à l’égard d’une économie planifiée suivant le modèle bureaucratique. Surmonter ces difficultés et améliorer la vie des citoyens deviennent des tâches urgentes pour l’État vietnamien. Cela a conduit à l’ouverture de Đổi mới (Renouveau) en 1986. Cette réforme économique en faveur du développement de l’économie de marché exige celle de l’administration, notamment en matière des formalités administratives. Cependant, il faut attendre jusqu’en 2001 pour avoir un premier programme de réforme administrative qui est appliqué dans tout ensemble du pays.L’exécution de ces réformes a apporté plusieurs changements dans tous les domaines pour le Vietnam, l’économie s’est développée et le niveau de vie des citoyens est de plus en plus important. Cependant, les inconvénients et les obstacles demeurent. Les citoyens sont toujours mécontents de la lenteur, de la lourdeur et de l’inefficacité de l’administration. De plus, l’adhésion du Vietnam à l’Organisation mondiale du Commerce (OMC), son intégration économique sur le plan national et international, l’élargissement des nouvelles technologies de l’information et de la communication constituent des enjeux forts et nouveaux pour un pays en voie de développement. Ainsi, l’administration doit être plus démocratique, simplifiée, transparente, puissante, professionnelle, moderne et efficace, et favorisant la participation des citoyens à son action afin de mieux répondre à leur nouvelles attentes. / To be recognized as « citizens », Vietnamese people have had to under through years of war against foreign invaders. A socialist republic were created and developped, however its citizens have been always bearing difficulties caused the bureaucratic administration and a planned economy.Overcoming and improving citizen’s life standards become uttermost missions of the Government. These led to the Đổi mới (Renovation) in 1986 in Vietnam. The economic reform toward market economy required a similar reform in administrative mechanism, especially in administrative procedures. However, the first administrative reforms on national scale had not been started until 2001.These reforms have resulted in changes in all sectors in Vietnam, the economy develops and citizens’ life standard improved. Nevertheless, burdens and shortcomings are still there. Vietnam citizens are still dispointed by the slowness, heaviness and ineffectiveness of the administrative apparatus. Moreover, Vietnam’s accession to WTO, national and international economic integration, enhanced application of information technology are actually factors for development. Similarly, administration apparatus should be stronger, more democratic, simplified, transparent, professional, effective and modernized, so that it could promote citizen participation in its activities to meet their expectation.

The purpose of this study is to examine the work-life balance experiences of Black females school leaders. Due to the inherent intersectionality of race and gender that is experienced by Black females, a study of their unique experiences with work-life balance is valuable to the field of educational leadership. The responsibilities associated with school leadership positions are extensive and those school leaders who also have spouses and children must figure out a way to fulfill responsibilities associated with each role. Work-life balance is important to understand for school leaders whose career responsibilities may interact with those associated with their personal lives. The theoretical framework, Black Feminist Thought, guided the data collection and analysis processes, and provided the basis for the resulting narrative findings. This study gave voice to an otherwise silenced, marginalized group, Black female school leaders. All data was synthesized into narratives and from these narratives came six themes: (1) Familial Sacrifice; (2) Servant Leadership; (3) Informal and Formal Work-life Balance Policies; (4) Notion of Self-Care; (5) Upbringing and Black Females’ Prideful Identity; and (6) Black Females having to prove themselves. While this study does not show evidence of school leaders having achieves work-life balance, the findings will inform the practices of perspective Black female school leaders and add the voices of Black female school leaders to the literature on Black female school leader’s experiences with work-life balance.

This project study addressed the problem of frequent turnover of nurse managers at a Northeastern community hospital. The lack of retention of nurse managers has led to attenuated support for the nursing staff who continued to hold the front line in patient care. The purpose of this qualitative bounded case study was to explore nurse managers' experiences with turnover in order to identify strategies for enhancing retention. Work empowerment and servant leadership theories served as the frameworks for the study. Research questions focused on nurse managers' perceptions of empowerment and servant leadership characteristics that were important in decisions to assume and remain in a management/leadership role. Data collection included audio-recorded interviews with seven current or past full-time nurse managers, and observation of three of the participants at a leadership meeting. Interview transcripts were open coded and thematically analyzed. Observation data were categorized according to empowerment and servant leadership characteristics. Five themes were identified that related to research questions: struggling in management transition, seeking opportunity for transformation, being committed but powerless, embarking unprepared on an unplanned journey, and having the presence to lead others by serving. The findings of this study guided development of a 12-month program for new nurse managers that integrated characteristics of servant leadership to empower leaders and others. These contributions may promote positive social change by preparing new nurse managers for their role and developing their skills to become successful nurse managers.

Business researchers have shown that servant leaders empower, provide long-term vision, and serve their workers and followers better than do nonservant leaders. High performance work practices (HPWPs) and corporate social performance (CSP) can enhance employee and firm productivity. However, when overused or poorly managed, HPWPs and CSP can lead to the business problems of employee disengagement, overload, or anxiety. Scholars noted a gap in human resource management research regarding whether leadership styles affect HPWPs and CSP use. This study examined the relationship between leadership style and the use of HPWPs and CSP, by using a quantitative, nonexperimental design. U.S. business leaders (N = 287) completed a survey consisting of 3 previously published scales. A chi-square analysis calculated the servant to nonservant leader ratio in the population, finding a disproportionate ratio (1:40) of servant (n = 7) to nonservant (n = 280) leaders. Two t tests showed that no significant difference existed in how servant and nonservant leaders use HPWPs or CSP. However, a multiple linear regression model showed that a leader's self-reported characteristics of empowerment, vision, or service positively predicted CSP use; empowerment positively predicted HPWPs use; service negatively predicted HPWPs use; and vision had no effect on HPWPs use. Findings may help human resource practitioners identify leaders who use HPWPs or CSP differently. Positive social change may occur by hiring more visionary, empowering, or service-oriented leaders who can support overwhelmed or anxious workers, potentially leading to more engaged and productive workers, and an increase in the use of positive CSP.

En observant l’activité disciplinaire de l’administration, nous remarquons qu’il y beaucoup de cas où on a transgressé clairement les exigences et les garanties données par le législateur en faveur du fonctionnaire durant la procédure disciplinaire. En effet, l’importance de cette étude et ses objectifs sont les suivants :- Les garanties disciplinaires occupent une place importante dans la fonction publique, car ce sont elles qui protègent les droits du fonctionnaire qui fait l’objet d’une enquête disciplinaire et qui limitent l’arbitraire et l’extrémisme de l’administration vis-à-vis à ses employés, afin de réaliser une enquête disciplinaire juste. Etudier et démontrer la valeur juridique des garanties disciplinaires destinées à assurer la protection du fonctionnaire, notamment à notre époque où le nombre de fonctionnaires, en Libye, a dépassé, selon les dernières statistiques, le seuil de million de fonctionnaires ; ce qui fait d’eux la plus grande catégorie socioprofessionnelle. L’intervention de l’Etat pour satisfaire les besoins de ses citoyens se fait à travers les services publics dont l’efficacité repose sur celle du fonctionnaire. Et étant donné que le principe de l’efficacité exige l’octroi à l’administration d’un certain pouvoir disciplinaire pour sanctionner le fonctionnaire fautif, sécuriser l’emploi et rassurer l’employé sont également nécessaires, afin de stimuler ses ambitions et améliorer ses performances. C’est pourquoi l’existence du principe de la garantie et le fait de trouver l’équilibre entre ce principe et celui de l’efficacité est nécessaire. Cette étude a visé, également, à informer les fonctionnaires qu’il existe beaucoup de garanties pour lesquelles ils doivent être informés afin de pouvoir protéger leurs droits au cas où ils font l’objet des sanctions disciplinaires, alors qu’une grande majorité d’eux n’a aucune autre source financière à part leurs salaires. Car ils peuvent perdre leur traitement, cela est prévu par la loi en cas de suspension pendant la procédure disciplinaire ou pour toujours en cas de révocation. Enfin, l’intérêt de cette étude consiste, aussi, dans le fait qu’elle compare deux systèmes disciplinaires, à savoir le système libyen et le système français, tout en faisant référence à d’autres systèmes, afin d’identifier ses lacunes et proposer des solutions appropriées. Et cela éclaire, sans doute, le chemin devant les personnes chargées de faire évoluer les législations libyennes concernant la fonction publique. / In observing the disciplinary activity of the administration, we note that there are many cases where the requirements and guarantees given by the legislator in favor of the civil servant during the disciplinary procedure have been clearly violated.Indeed, the importance of this study and its objectives are as follows:Disciplinary safeguards play an important role in the public service, as they protect the rights of the civil servant who is the subject of a disciplinary investigation and limit the arbitrary and extremism of the administration vis-à-vis its employees, in order to conduct a fair disciplinary investigation.To study and demonstrate the legal value of the disciplinary guarantees intended to ensure the protection of the civil servant, especially in our time when the number of civil servants in Libya exceeded, according to the latest statistics, the threshold of millions of civil servants; This makes them the largest socio-professional category.The intervention of the State to satisfy the needs of its citizens is done through the public services whose efficiency depends on that of the official. And since the principle of efficiency requires the administration of a certain disciplinary power to sanction the offending official, secure the job and reassure the employee are also necessary, in order to stimulate his ambitions and improve his performance. That is why the existence of the principle of guarantee and the balancing of this principle with that of effectiveness is necessary.The study also aimed to inform public servants that there are many guarantees for which they must be informed in order to protect their rights in case they are subject to disciplinary sanctions, when a large majority of them have no other financial source besides their salaries. Because they may lose their treatment, this is provided by law in case of suspension during disciplinary proceedings or for always in case of revocation.In the fact that it compares two disciplinary systems, namely the Libyan and French systems, while making reference to other systems, in order to identify its shortcomings and propose appropriate solutions. And this undoubtedly illuminates the way for those responsible for the evolution of Libyan legislation concerning the public service.

Cette thèse se propose d’expliciter l’esthétique et l’éthique de Marcel Proust par le biais du personnage de la servante et du thème du dévouement qui lui est lié, en inventoriant ses sources d’inspiration possibles et en débrouillant sa « polychromie intertextuelle ». La première partie tente de mesurer la portée esthétique propre à l’image de la servante à travers le langage, l’art du quotidien ou la religion qui la caractérisent, en examinant l’influence d’Anatole France, de Gustave Flaubert, de John Ruskin et de Joris-Karl Huysmans. Par la suite est abordée la question du dévouement qu’incarne le personnage de la grand-mère de la Recherche, par une lecture comparative avec les Goncourt, Paul Hervieu, Alphonse Daudet, qui explorent le sacrifice méconnu et la tragédie de la mère, puis avec Pierre Loti et Charles Baudelaire, qui ont traité de l’amour et de la culpabilité du fils. Cette thèse se conclut par une étude sur le personnage énigmatique de la femme de chambre de la baronne Putbus, antithèse de l’image de l’humble servante, en analysant l’influence d’Anna de Noailles, afin de mettre en lumière l’ambivalence du désir proustien. / This thesis aims to clarify Proust’s aesthetics and ethics through both the character of the servant and the devotion theme, which is closely related to the former, by listing the author’s possible sources of inspiration and unravelling the “intertextual polychromy”. The first chapter attempts to measure the aesthetic importance peculiar to the servant found in language, the art of daily life or religion, which define the character, by examining the influence of Anatole France, Gustave Flaubert, John Ruskin and Joris-Karl Huysmans. Secondly, the question of devotion, incarnated by the grandmother in À la Recherche, is treated, by a comparative reading with the Goncourt brothers, Paul Hervieu, and Alphonse Daudet, who explored the mother’s unrecognized sacrifice and tragedy, then with Pierre Loti and Charles Baudelaire, who dealt with filial love or culpability. This thesis concludes with a study of the enigmatic character of the Baroness Putbus’s chambermaid, antithesis of the image of the humble servant, by examining Anna de Noailles’ influence, in order to throw light on the ambivalence of Proustian desire.

本篇論文研究主要以正式女性公務人員為對象，並採用質化研究的深入訪談法，總共有十五位女性公務人員接受訪問；另外，本篇論文引用相關的理論來觀察女性公務人員的實際生活情況。十五位女性公務人員的家庭發展階段分成未婚、已婚無子女、已婚懷孕初期、已婚育有學齡前兒童、已婚育有青少年子女、以及已婚育有成年子女等等家庭類型。 本篇論文的研究發現有下列幾點： 一、因為性別角色期待而選擇進入公務人員體制 女性因為性別角色期待選擇進入公務人員體制中。女性公務人員為了扮演生育、照顧的家庭角色；以及社會普遍認為女性適合從事公務人員；在婚姻市場裡面，女性公務人員更成為理想結婚對象。因此，女性選擇進入公務人員體制的意願提高。 二、公務人員體制具有科層制特性 公務人員體制中的科層體制強調「固定職掌」、「依法行政」、「層級節制」，並且形成特定的官僚運作方式；整個組織運作強調「客觀」、「理性」、「陽剛性質」。女性在這樣的官僚運作底下，因為其性別而被標示出來，因為整個科層組織是由男性設計與主導，女性則被看成性別化的行動者（sexualized actors）；同時科層體制的反功能造成組織成員對組織產生疏離感，不過正因為這樣的反功能有利女性公務人員兼顧家庭生活，因此，女性公務人員在兼顧家庭的工作考量中以公務人員的工作內容配合度最高。在升遷的過程當中受到男性權威與性別角色刻板印象雙重影響，「玻璃天花板」效應明顯存在而女性公務人員也無法從工作中獲得滿足。 三、公務人員體制特殊的官場文化 公務人員體制要求「去個人化」、接受新的官僚人格，以及運用特殊的組織文化，其中最盛行的就是「關係」、「人情」。光具備工作能力表現是不夠的，公務人員還必須透過「關說」、「人事背景」才能獲得長官的賞識與提拔。整個組織的在上位者多數都是男性，男性有其特殊的人際關係互動，女性公務人員必須同時去性別化與接受男性的組織網絡之後，才有可能獲得晉升的機會。 四、女性公務人員因為家庭與工作出現精疲力盡 大部分已婚的女性公務人員仍然扮演「女主內」的角色，也就是說踏進門板之後的領域全歸為女性的責任，因此，只能用「心力交瘁」的字眼來形容女性公務人員的處境，唯一值得慶幸的是，女性公務人員會尋求社會資源來解決工作與家庭兩者間的衝突。 五、女性公務人員既主動創造又被動接受性別角色期待 根據本篇論文觀察與訪談結果，女性在某種情境底下才會既主動創造又被動接受性別角色期待。那就是只有在家庭因素考量出現時，女性才會主動創造與被對接受既予的性別角色期待。為了逃避這種左右為難的窘境，女性就必須建立自主性，可是這種自主性也是在既有社會價值框架下，並不是完全的自由。因此，我認為唯有去除傳統將女性與家庭連結在一起的社會價值，進而建立兩性平等的關係。 / This paper aims mainly at qualified female civil servants, employs the qualitative method by which fifteen women are interviewed, and takes also on the relevant theories to observe their actual life experiences. The family life cycle of them is divided as following: single, married without children, pregnant, married with preschool ones, married with teenagers, and married with adult children. In this paper I discover the facts that follows: 1. In accordance with the expectation for gender role, women choose to be civil servants. In order to play well role on caring and childbearing in family life, on account of the common social assumption that women are suitable for the work of civil servants, and owing to the favor in the selection of marriage partner, women thus are willing to run for this status. 2. Public institution is characteristic of bureaucracy. The working of civil service emphasizes on the fixed working contents, administrating by law, and obviously hierarchizing in levels, so this institution develops the bureaucratic feature. Under the emphases of the whole institution on the rationality, objectivity and masculinity wrought by men, women are labeled as sexualized actors. In this case, the bureaucracy produces the anti-function which on the one hand results in the alienation of the member in the organization and which on the other hand is good for women to take care of their family. In the process of promotion, the influences of male authority and gender stereotype on women forms the glass ceiling effect that defers women from the satisfaction with their works. 3. The special bureaucratic culture in public institution. In this institution the member is required to be depersonalized, to accept a new bureaucratic trait and to implement the special organizational culture that is fashioned with human relationship and influence. Most of the higher officials are men who possess the different network of human relations from women, women must desexualize themselves to receive bureaucratic culture dominated by men for the opportunity of promotion. 4. The exhaustion of female civil servants in family and work. A great number of married female civil servants simultaneously play the role of housewives--that is to say, women are responsible for all the things indoors. Fortunately, women, when facing this dilemma, would by the capacity of their positioning search for the social support so that they solve the confrontations between family and work. 5. Female civil servants either positively create or negatively accept the expectation for gender role. The choice of whether to create or accept the expected gender role for women civil servants depends on certain "circumstances." That is, only when for family's sake women civil servants are forced to definitely both create and accept such given gender role. To escape this dilemma, they try to establish a kind of autonomy--neither to create nor to accept the "given" namely, to slip off the bondage of the family. However, this sort of "autonomy" is limited in the framework of social value, far from complete freedom. Consequently, I think all we have to do is change the social value of setting the bondage between women and family and strive for the equality of both sexes.

本研究旨在探究國民中學教師覺知校長服務領導、學校組織氣氛與教師組織公民行為之關係，並根據研究結果提出建議，以做為教育行政主管機關、國民中學校長、國民中學教師，以及後續研究者之參考。 本研究以桃園縣(市)、新竹縣、苗栗縣(市)公立國民中學教師為研究對象，採問卷調查法，以「國民中學組織行為調查問卷」進行抽樣調查，抽取55所國民中學、520名國民中學教師做為研究樣本，回收統計問卷數共453份(剔除無效問卷25份後)，回收率為87%。以描述性統計、t考驗、單因子變異數分析、積差相關分析、多元逐步回歸等統計方法加以分析獲得以下結論： 一、整體校長服務領導屬中上程度，以「建立專業社群」層面知覺程度最高，「概念化」層面最低。 二、不同「職務」背景變項之教師對於整體校長服務領導的知覺具有顯著差異；不同「性別」、「年齡」、「服務年資」、「學校規模」背景變項之教師對於整體校長服務領導的知覺沒有顯著差異。 三、整體學校組織氣氛屬中上程度，以「教師疏離行為」層面知覺程度最高，「校長指示行為」層面最低。(疏離、指示層面，得分已反向處理，得分高，表疏離、指示情況低) 四、桃竹苗區教師知覺的學校組織氣氛類型「開放型」與「封閉型」佔的比率最高，皆為34﹪；「疏離型」次之，佔18﹪；「投入型」最少，佔14﹪。 五、不同「性別」、「職務」、「年齡」、「服務年資」、「學校規模」背景變項之教師對於整體學校組織氣氛的知覺均無顯著差異。 六、整體教師組織公民行為屬中上程度，以「尊重體制」層面知覺程度最高，「自我要求」層面最低。 七、不同「職務」、「年齡」、「服務年資」、「學校規模」背景變項之教師對於整體教師組織公民行為的知覺具有顯著差異；不同「性別」背景變項之教師對於整體教師組織公民行為的知覺沒有顯著差異。 八、「校長服務領導」與「學校組織氣氛」之間具有正相關；「校長服務領導」與「教師組織公民行為」之間具有正相關；「學校組織氣氛」與「教師組織公民行為」之間具有正相關 九、「校長服務領導」與「學校組織氣氛」對「教師組織公民行為」具有聯合預測力，以「教師承諾行為」、「覺察」、「教師同儕行為」等三個層面對整體教師組織公民行為具有預測力。總解釋變異量為35.2%。 / The main objective of this study is to investigate the relationship among principals’ servant ‘leadership, school organizational climate, and teachers’ organizational citizenship behavior which teachers perceive, and to propose suggestions based on the results, for the reference of educational administration authorities, junior high school principals, , junior high school teachers and relevant future studies. In this study, faculty of junior high schools in Taoyuan county, Hsinchu county and Miaoli county is picked as subjects and questionnaire survey is adopted. The researcher formulates “junior high school organizational behavior questionnaire,” and randomly selects 55 junior high schools, 520 teachers as samples. In a rate of 87%, 453 replies are returned and then analyzed in methods of descriptive statistics, t-test, one-way ANOVA, product-moment correlation analysis and stepwise multiple regression. The following conclusions are obtained: 1. The present situation of principals’ servant leadership is above the average. Among all the aspects, “professional community” ranks to the top, while “conceptualization” ranks otherwise. 2. Teachers bearing different duties perceive principals’ servant leadership significantly differently; while teachers of other variables such as gender, age, service seniority and school size show no significant difference. 3. The present situation of school organizational climate is above the average. Among all the aspects, “teachers’ disengagement” ranks to the top, while “principal command” ranks otherwise. 4. School climate type which Teacher perception of the highest rate are Open climate and close climate, they account for 34% each, the second is disengagement climate , accounted for 18, involvement climate is the least, accounted for 14%. 5. Teachers of different demographic variables such as gender, duties ,age, service seniority and school size perceive school organizational climate show no significant difference. 6. The present situation of teachers’ organizational citizenship behavior is above the average. Among all the aspects, “respecting school system” ranks to the top, while “self-request” ranks otherwise. 7. Teachers bearing different duties, age, service seniority and school size perceive teachers’ organizational citizenship behavior significantly differently; while teachers bearing different gender, show no significant difference. 8. Principals’ servant leadership is positively related to school organizational climate; Principals’ servant leadership is positively related to teachers’ organizational citizenship behavior ; school organizational climate is positively related to teachers’ organizational citizenship behavior 9. When combining principals’ servant leadership and school organizational climate, teachers’ organizational citizenship behavior is predictable for three aspects, including “teachers’commitment,” “Awareness,”and “teachers’ disengagement”, accounting for 35.2% of total variance.

Magistro darbe teoriniu ir praktiniu aspektu analizuojamas kolektyvinis tarnautojų teisių ir interesų gynimas valstybės tarnyboje. Tyrimo pradžioje apibrėžiama valstybės tarnautojo samprata bei jų rūšys, kurios bendriausia prasme lemia kolektyvinio atstovavimo teisių apimtį bei joms taikomus apribojimus. Detaliai aptariama valstybės tarnautojų teisė jungtis į organizacijas kaip būtina kolektyvinio atstovavimo prielaida bei teisės jungtis į organizacijas teisinio reguliavimo ypatumai, įtvirtinti tarptautiniu bei nacionaliniu lygiu. Analizuojant valstybės tarnautojų teisę jungtis į organizacijas, atskirai išskiriami statutiniai ir krašto apsaugos sistemoje tarnaujantys valstybės tarnautojai. Darbe analizuojami socialinės partnerystės kaip efektyvios interesų derinimo priemonės įgyvendinimo valstybės tarnyboje ypatumai, atskirai aptariant socialinės partnerystės įgyvendinimo formas valstybės tarnyboje. Tiriamos socialinio dialogo plėtojimo valstybės tarnyboje pielaidos bei pabrėžiamas informavimo ir konsultavimo procedūrų įgyvendinimo valstybės tarnyboje būtinumas, siekiant tinkamo ir efektyvaus valstybės tarnautojų teisių ir interesų gynimo. Aptariamos kolektyvinių derybų dėl kolektyvinių sutarčių sudarymo valstybės tarnyboje problemos ir tendencijos. Apžvelgiami kolektyvinių darbo ginčų, kilusių valstybės tarnyboje, sprendimo metodai bei pateikiami pasiūlymai dėl pozityviųjų metodų plėtojimo, sprendžiant kolektyvinius darbo ginčus valstybės tarnyboje. / This master paper presents the analysis of the collective defence of civil servants’ rights and interests in the civil service in theory and in practice. The concept of a civil servant and its kinds are defined at the beginning of the research that in the most common meaning determine the scope of the collective advocacy rights as well as the restrictions applied to them. The right of civil servants to join the organisations which is viewed as a necessary presumption of collective bargaining is discussed in great detail. Moreover, the peculiarities of legal regulations of the right to join the organisations are pointed out at national and international levels. The distinctive features of social partnerships as an implementation of effective means of interest adjustment in the civil service are analysed in this study whereas the forms of social partnership implementation are discussed separately. The presumptions of the development of a social dialogue in the civil service are discussed while highlighting the necessity of the implementation of information and consultation procedures in the civil service with the view to appropriate and efficient advocacy of the civil servant rights and interests. The problems and tendencies of collective bargaining regarding the conclusion of collective agreements in the civil service are also set out and discussed. Collective work disagreements that arose in the civil service are viewed and the resolution methods as well as proposed... [to full text]