Maritime law enforcement is the fundamental issue for the national security as well a great component for the social and economic stability. This is the trend of international society, especially on the aspects of the highly advancement of scientific technology and the upward surge of human right. People become non-passive on the carrying-out of .law enforcement without contortion and actively conform to the quality and standard of laws by the institutional performance. It is noted that people have serious considered their individual rights, especially to the limitation or prohibition of their rights after the release of 535 th solution by the grand justice. It is the obligation of law maker or practitioner to carefully examining people¡¦s right. Coast Guard Administration of Executive Yuan is the sole institution responsible for maritime law enforcement. Its maritime law enforcement scope consists of internal waters, the territorial sea, the contiguous zone, the exclusive economic zone, the continental shelf and the high seas. The CGA enforce the laws and conform to not only the nation, but also the international jurisdiction rights. The present study has identified following issues for the improvement of current maritime law enforcement; 1) a lack of proper laws for authoring the coast guard administration on maritime enforcement, 2) a need to revising and formulating the laws related to the tasks of the coast guard institution, 3) a proper law to integrate, reform and unify or amend the laws or acts among the different government departments. 4) the unfitness of the function of 535 th solution to meet with the maritime law enforcement, 5) the problem of penalty and fine on the prohibited waters, 6) the future direction and its capacity for international and cross-channel activities related to cut-down the domestic criminal cases. These issues are imperatively needed to improve the governmental effectiveness on the development of resources and manpower in order to enhance the capability of coast guard institution to apprehend smugglers and arrest sneaking people. Furthermore, the laws shall be able to provide the power to maintain fishery resources, protect sea environment, and perform the safe and rescue on the sea. Thus, the nation can be in competitive pace with the international advanced countries in regard to the law system.

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.