Abstract:

In a hierarchical organization, promotion incentives represent the core issue of the organization. Unlike the ideal model constructed by the political tournament theory based on the assumption of functional homogeneity, the personnel structure at the county level exhibits distinctive characteristics of functional differentiation and hierarchical segmentation. This results in grassroots officials facing dual predicaments within conventional promotion channels: inequitable distribution of advancement opportunities and systemic delays in career progression. The study reveals that priority tasks serve crucial functions in realigning personnel relationships, shortening principal-agent chains, and showcasing performance achievements, thereby constituting a significant "personnel platform" for officials to access promotion opportunities outside the conventional career pathways. This platform creates a field of opportunity for potential promotion, where actual advancement outcomes depend on three critical factors: outstanding performance in priority task execution, effective construction of trust-based relationships, and strategic alignment with opportune conditions. Consequently, while creating extraordinary career advancement opportunities and speed advantages for certain cadres, this mechanism inherently carries substantial promotion uncertainty. Thus, the "personnel platform" demonstrates a distinctive promotion logic-neither relying solely on performance-based evaluation nor being dominated by informal connections, but rather constituting a hybrid advancement mechanism that strategically amalgamates competence and relational capital. As an integral component of the county-level promotion incentive system, this mechanism simultaneously enhances the inclusiveness of career advancement pathways while optimizing the allocation efficiency of cadre resources.The theoretical contribution of this study lies in its systematic deconstruction of the personnel management function inherent in priority tasks, which elucidates the complex tripartite dynamics between organizational restructuring, relational networks, and individual competence in cadre promotion. This analytical framework significantly advances scholarly understanding of personnel structures and advancement mechanisms within the Chinese county-level governance system.

Key words: official promotion, functional differentiation, grassroots officials, priority tasks, personnel platform