隨著全球化、貿易便捷化及非傳統性安全威脅，我國海關由財政功能逐漸轉型為經濟安全功能。為因應跨國組織犯罪、毒品走私、非法移民、傳染性疾病、恐怖主義、網路安全等「非傳統性安全」，有效地於邊境執法，我國海關查緝策略與機制應加速調整。 海關緝私條例之查緝走私包括安全檢查，與國安法第四條之安全檢查顯有重疊，為避免造成行政資源浪費，實有整合之必要。我政府宜確定邊境查緝之主導機關，整合所有邊境業務相關機關，賦予海關司法警察權及刑事調查權，俾我國海關調查違法事證後，直接移送地檢署偵辦，不必再由不具關務專業的其他單位介入調查，延宕偵辦程序。 我國海關實施貨物通關自動化作業超過10年，通關作業、速度及各項通關服務已列關務先進國家，而查緝面，不僅沒有司法警察權，查緝器材及設備落後關務先進國家不只10年。面對大量入出境之旅客及貨物，為期能有效的執行邊境管制，海關查緝機制策略調整範圍應包括查緝重點之調整、風險管理之強化、查緝設備及機具之採用、緝毒犬的加速訓練及培育、相關作業方式的調整、情資分享及國際合作與爭取特定業務範圍之司法警察權等；組織、查驗方式及人事亦應配合調整。 國際政治現實因素下，我未能加入世界海關組織，而在中國的壓力下，願與我簽訂關務互助或情資交流協定之國家屈指可數，如何在顧及國家利益及不損及國內查緝之情形下，與其他國家於互惠的基礎上交流，亟待修法突破。另為配合海關執行緝私之實際需要，修法明定留置受檢查人之要件、期間及其他應為程序或措置，亦屬必要。

由於今日數位科技發達，仿冒成本日漸降低，導致仿冒產業充斥於社會中，處處可見盜版商品的蹤跡，故仿冒查緝在現今變得非常重要。本文討論本國正版廠商參與遊說的情況下，本國政府仿冒查緝率將如何制定以及本國正版廠商在何種情況下願意提供政治獻金。並且，我們為政府仿冒查緝的工作加入了查緝成本，研究其對於政府仿冒查緝率決策的影響。本文研究後發現，政府必須根據市場規模大小以決定最適查緝率為零或是查緝率上限，且惟有在市場規模為中段之時，本國正版廠商才有意願提供政治獻金進行遊說。此外，若加入仿冒查緝成本，則本國政府最適查緝率為零的可能性將會提高。 / Since the prevalence and availability of digital technologies, the cost of piracy becomes lower and lower. The society is full of counterfeiter and counterfeit, hence it is very important to protect the intellectual property. This paper assumes that the domestic company obtains the intellectual property. We try to discuss how the domestic government determines the optimal enforcement rate and to what extent is the domestic company willing to pay for political contributions if the domestic company is the only one lobbyist. Furthermore, considering the cost of crackdown on imitations, we find that the government decides the optimal enforcement rate according to the size of the market, and the domestic company has the desire to engage in lobbying only when the market is in the middle size. If there is some cost of squashing pirates, that optimal enforcement rate is more likely to be zero.

在這多元化社會，資訊及科技的高度發展除了帶給全民便利以及更充足完整的資訊外，卻也帶來了侵權與犯罪。本文根據王智賢與楊敦雅 (2008) 一文做進一步的延伸，採用 Grossman and Helpman (1994) 的菜單式拍賣模型，探討當智慧財產權等無形資產為外國正版商所擁有時，外國正版廠商、國內仿冒商，以及國內部份消費者所組成的團體，三者的利益分配相互衝突時，本國政府將如何制定國內的仿冒查緝率。此外，我們將模型設定了外生變數查緝率下限以盼能更貼近現實社會，透過本研究我們可以發現在增加查緝率下限後，雙方共同遊說之下均衡查緝率可能由原先的零大幅提高至仿冒商品剛好可以生存的門檻，並且在均衡時只會有一方願意提供給本國政府政治獻金。 / In this multiple society, although highly developing information and technology not only make all the people more convenient but also earn more sufficient information, it has brought the tort and crime as well. In this essay, we extend the essay written by Jue-Shyan Wang & Tun-Ya Yang (2008) and adapt a simple framework based on the Menu-auction Model of Grossman and Helpman (1994). Discussing about how a domestic government decides optimal enforcement rate of counterfeit when intellectual property is held by a foreign company and foreign company、domestic consumers and domestic illegally copied company had a conflict between their benefit distribution. Furthermore, we are going to add a lower bound of enforcement rate as an external variable to close reality. After this study, we found that under the lobby of both foreign company and domestic consumers, the equilibrium of enforcement rate may change from zero to the entry barrier; what’s more, only one of the sides will be willing to pay political contributions to domestic government under equilibrium.

海巡署機動查緝隊為編配於各縣市行政轄區之偵防查緝單位，相當各縣市政府警察局之刑事警察大隊或分局偵查隊，各機動查緝隊亦為該署查緝主力並創造顯著績效，惟機動查緝隊偵防業務項目冗雜，事繁責重，並需隨時掌握轄區治安狀況，且工作時間長、壓力大，其工作的滿足感受，對治安工作的推動成效實具有很大的影響。 惟海巡署成立之初因納編多重身份人員，所以在組織編裝、人事任用、管理待遇、福利陞遷等管考問題，未有良善妥適整體規劃，尤其在人事制度適用上各有不同，遂有產生同工不同酬之疑義，影響內部團結，成為機關組織運作上之難處。 為提升查緝單位之組織士氣，兼顧各類人員特性與人才羅致的需要，以提升人力素質、發揮激勵作用，本研究乃就海巡署機動查緝隊人員有關工作滿足之主要面向探討，以期強化人員素質降低人員之離職率，俾利組織長期發展之需求。 本研究區分工作特性、薪資福利、升遷機會及離職傾向等四分析面向，藉由文獻探討、參與觀察及深度訪談方式，邀請11名現任、曾任或離職之查緝人員受訪，找出其促進工作滿足之顯著因素，並窺探其內心真實感受以及是否產生離職傾向。依據研究發現結果，提出下列建議：一、調整人員薪資待遇。二、訂定合理升遷管道。三、建立良善組織文化。四、有效改善工作環境。伍、激勵提振工作士氣。陸、落實基層裝備採購。七、積極招募偵緝新血。八、法制人事任用條例。九、形塑組織共同願景。 / The CGA reconnaissance brigades are investigation units assigned to the administrative jurisdiction of every county and city, which have the same duties as the Criminal Investigation Division of the Police Department or the Criminal Investigation Brigade at each precinct. Each of the reconnaissance brigades is also the major force of each unit and the contributor to the unit’s performance. However, the reconnaissance brigades’ operations and services are miscellaneous and of heavy duty. They should keep abreast of the security situation of their jurisdiction with an excess of pressure and working hours. Thus, their job satisfaction is a big influence on the execution of law and order in the area. The early establishment of the Coast Guard was quite hastily, which resulted in an improper overall planning of work inspection and evaluation such as organizational manning and equipping, personnel appointment, remuneration management, welfare and promotion. It is particularly noticeable in the personnel system as there is a suspicion of unequal payment for equal work. This may influence the internal unity of the team and become an obstacle in the organizational operation. In order to boost the morale of the investigation unit, the characteristics and talents of the personnel are taken into consideration as to enhance the human resource quality, to give them further incentives, and to look for the demand of talents needed in the unit. This study explores the major aspects of job satisfaction of the Reconnaissance Brigade of Coast Guard Administration in the interest of strengthening the human resource quality and reducing the turnover rate, which shall be beneficial for the organization to serve for the needs of long-term development. This study is divided into four different aspects of analysis – jobs characteristics, wages and employee benefits, opportunities of promotion, and turnover intentions. Through literature review, observation on the site and in-depth interviews with eleven current/retired/resigned personnel of the investigation unit, the major contributive factors of the job satisfaction are detected as well as the true inner feelings of the personnel and their turnover intentions. In accordance to our discovery, the following is a list of recommendations for this situation: 1) to adjust the salaries of the personnel; 2) to regulate proper promotion channels; 3) to establish a comprehensive institutional culture; 4) to improve the working environment effectively; 5) to cheer the personnel’s working morale; 6) to enforce the equipment procurement for the first-line employees; 7) to recruit further new personnel in an active way; 8) to stick to the rules of recruitment; 9) to shape a shared vision among the institution.

國內民眾長期深受詐欺電信犯罪侵害，不單受害人數最多且是損失金額最高的經濟犯罪，自前陳水扁政府至現在的馬政府，都將防制詐欺電信犯罪案件作為政府的施政重點，以跨部會的組織主導，研議預防及偵查的手段防制。然而，詐欺電信犯罪案件發生率不減反增，竟演變成為臺灣十大民怨之一。檢討是類案件偵辦瓶頸，都指向係員警未能跨境查緝大陸「詐欺電信機房」及主嫌到案所致。詐欺電信犯罪集團憑藉著不被橫渡的海峽屏障，在日益富裕且電信網路發達的大陸，建立起發收詐欺話務之「詐欺電信機房」，此等機房遂為詐欺首謀之指揮中心。 隨著馬政府上臺，兩岸和解共生局面建立，擱置了主權爭議，簽訂了「兩岸共同打擊犯罪及司法互助協議」。然而，兩岸警方單憑文書及電訊協調辦案，是無法有效壓制以VOIP網路電話為中介犯罪之隱匿詐欺電信犯罪集團，必須由國內警方跨境與大陸警方合作，以「詐欺電信機房」為主要剷除標的，方能達到有效將兩岸主嫌共犯一網打盡、查扣作案工具，贓款、降低詐欺話務及人犯順利遣返接受司法定罪等共同打擊犯罪之核心目標。

海巡署於2000年成立是我國海域的專責機關，其中分為兩套體系即「海洋巡防」、「海岸巡防」，組織成員背景來自軍職、警職、文職人員。海岸巡防下轄之各地區巡防局在各縣市設機動查緝隊，主要內容為海域海岸的犯罪偵防、查緝走私、防止非法入出國以及安全情報蒐報等事項。 跟隨著性別主流化、性別工作平等法的推動，海巡特考招考於2006年取消男女名額限制，越來越多女性查緝員加入陽剛職場。本研究欲探討女性查緝人員進入陽剛職場之工作壓力及工作滿足感，研究對象以海岸巡防總局下轄的各地區機動查緝隊內文職女性人員，以Hellriegel , Slocum& Woodman的工作壓力因子探討，分別從工作本身、組織角色、人際關係、生涯發展、組織結構與氣氛及組織外部六大構面，工作滿足感之研究係依據Vroom所提出的組織本身、工作環境、工作內容三大構面，對於女性查緝人員之工作壓力及滿足感進行探討與分析。 本研究採用深度訪談法，依據地區、年齡、婚姻狀況等不同的樣本特性的基本資料進行抽樣，找出對本研究具有代表性方能提供最豐富的資訊、經驗得以反映出研究的真實情況，以提高研究之可信度。海巡署查緝隊中截至104年底共有28位女性查緝員，本研究從其中挑選了7位受訪者，分別於北、中、南東以及離島地區之女性查緝人員。 研究結果發現，女性在陽剛職場的工作壓力及滿足感深受以下因素影響： 一、個人內在因素：地緣因素、婚姻狀況、教育程度以及生理心理狀態。 二、外在環境因素：人際關係、工作性質、組織文化以及組織結構。 最後，本研究根據上述研究結論，提出具體建議，提供公務機關及未來相關研究之參考。 關鍵詞：海巡署、陽剛職場、工作滿足感、工作壓力、查緝員 / The Coast Guard Administration of the Executive Yuan was established in 2000 and it is charged with maintaining law and order, protecting the resources of the territorial waters of the Republic of China. The CGA combined the Coast Guard Command and the Marine Police Bureau. The CGA is organized by military, police officer and government officer. The CGA set up coast guard in every city in Taiwan to provide a first line of defense along coastal areas against smugglers, illegal immigrants and State's Internal Security Investigation. With stimulating Gender mainstreaming, Act of Gender Equality in Employment and canceling gender restriction on civil service special examination for coast guard personnel, more and more women work in masculine occupational fields. The purpose of this study is to explore the job stress and the job satisfaction of the women who work in masculine occupational fields. The main research objects are the women who work as coast guard under Coastal Patrol Directorate General control. Based on the data of work stress risk factors of Hellriegel and Slocum& Woodman discusses six themes, including the work itself, organization role, interpersonal relation, career development, organization structure, organization climate and organizational external factors. The study of job satisfaction bases on the work itself, working environment and the content of the job which are advanced by Vroom to analysis job pressure and job satisfaction of the female detectives. This research was conducted via depth interview method. According to different area, age and marital status I conducted the random sampling to find out the representative cases. In the end of 2014 there are 28 female detectives in The CGA. The study selected seven of them from eastern, western, southern, northern and outley island of Taiwan. The research results reveal that the job stress and the job satisfaction of the women who work in masculine occupational fields are affected by the following factors: 1. Immanent factors：geological factor, marital status, educational background, physiological condition and mentality. 2. External factors：interpersonal relations, job, organizational culture and organization structure. Based on the study results, some suggestions were proposed for the reference of government institutions and future researchers. Key words : CGA, masculine workplace, job satisfaction, job pressure, reconnaissance officer