In 2007, China Airline held its flight attendance recruitment with 135 openings, being applied by a total of 6000 applicants, accounting for 2 percent of the acceptance. (China Airlines, 2007) Due to the global financial turmoil, China Airlines has frozen personnel employ in 2008. With the economic recovery in 2009, Taiwan and China has expanded their flight connections by implementing direct cross-strait scheduled flights and opening up new flight corridors. In May 2010, China Airlines recruit native flight crew again. Of the 5,338 people who registered online, only 92 will be recruited. The acceptance rate is lower than 2 %. (China Airlines, 2010) The statistics indicates that the flight attendance is still one of the most coveted jobs for young people. According to the perception of social stratification, the flight attendance is deemed to a mid or high level occupation, featured high salary, more day-off, opportunities to travel around the world and a well-establish welfare system, which make it a dream job. The elegant manner and poised service performed by the attendance are the direct advertisement for airlines; thus, they are, in other words, the soldiers in the frontline to the company. However, the pressure and problems from work hidden under the beautiful suits are overlooked. (§Eºü¼w¡A2004) Airline companies always face fierce competition, especially in Asia, where customer service is highly valued. Inflight service is widely different from other service industries. Starting from the moment of closing the boarding gate, flight attendances have to quickly build up the teamwork and meet the needs of passengers with limited resources and time by using their professional knowledge. Their working pressure goes without saying. Therefore, the chief purser plays a critical role in the team, whose leadership will intensely influence the outcome of inflight service and team coordination. A professional chief purser ought to equip with strong management ability of immediate response and reaction. The purpose of this project is study how the leadership style of a chief purser would moderate the job pressure flight attendances may face during work, and further enhance the satisfaction of inflight service and in the long run, to attract more customers and increase customer returning rate.

When Chunghwa Telecom became privatized in August 2005, the performance evaluation system, which was in place for over 40 years, was overhauled. The new system, for the first time, was gravitated toward staff marketing. The staff¡¦s personal marketing performance was the basis for annual performance evaluation. The implementation of this system would dramatically change the staff workplace behavior, and directly influences the staff job pressure and job satisfaction. These issues are worthy of in-depth study. The study was undertaken by means of a questionnaire survey. Stratified random sampling technique was applied to draw a sample of the technical staff (the subject of the study) in the South Region Branch of Chunghwa Telecom. The influence on job pressure and job satisfaction resulting from changes in the performance evaluation system was evaluated. Data collected were analyzed by SPSS 10.0 for Windows. Reliability analysis, paired-t test, analysis of variance and regression analysis were performed. Major findings are outlined below: 1. The overall job pressure before implementing the new performance system was low. 2. Change in the performance system showed significant influence on job pressure; job pressure was increased. 3. Increase in ¡§work load¡¨ was the main contributor of overall increase in job pressure. The general perception that ¡§the personal marketing target set by the company was too high¡¨, was the main source of pressure. 4. Change in the performance system showed significant influence on job satisfaction; overall job satisfaction decreased. 5. Change in the performance system showed no influence on internal satisfaction. Staff is mostly dissatisfied with lack of job stability and security. 6. Job pressure showed significant influence on job satisfaction in the new system. 7. ¡§Job condition¡¨ was the most significant factor influencing job satisfaction. 8. The job pressure of medium to high level supervisory staff was smaller than non-supervisory staff, job satisfaction was higher than non-supervisory staff. This report is the first study ever conducted on the job pressure and job satisfaction of technical employee of Chunghwa Telecom after its privatization. The results of this study are useful as a reference to managers in drafting and reviewing policies. It is suggested that the staff work load should be redesigned to eliminate factors that cause job pressure. Work conditions should be improved and group agreements signed to promote job security, increase job satisfaction, enhance job efficiency, and, motivate staff performance. Keywords: Performance System, Technical Employees, Staff Marketing, Job Pressure, Job Satisfaction

Abstract Finance is the mother of a country. Public finance has a great influence on the whole country. Governmental finances are mainly from taxes. The Department of Finance, Taiwan Middle Area, the Bureau of National Tax was founded in September, 1992. Its controls area covers 6 counties and cities- Miao-li, Taichung county, Nan-tou, Chang-hua, Yun-lin, and Taichung city. Besides headquarters, there are 6 counties/cities branches and 13 tax bureaus. A total of 1,159 officials work here as tax collector. Because of too much work, officials are under great pressure. Their pressure includes: conflicts between taxing/ serving (role-playing) and conflicts of an official¡¦s job expectation/ family expectation/ personal career plan. Because of the above reasons, the rate of quitting job becomes higher each year. Therefore, this research was made on officials of the Department of Finance, Taiwan Middle Area, the Bureau of National Tax. Besides researching, we also compare the influence and the relationship with conflicts of role-playing/ job pressure/ quitting job. And from those data, we want to know that whether the conflict of role-playing is influenced by job pressure and quitting job or not. Concern with this survey, we sent 200 questionnaires and received 162 ones back. After analyzing by the statistical correlation, variance, regression, and level regression, we got the following results: 1. Conflicts of role-playing, job pressure and the trend of quitting job seem to correlate. Job pressure and the trend of quitting job have a close correlation. 2. About the conflict of role-playing (5 aspects): concern with the conflicts of job expectation/ family expectation and the conflict of personal expectation, women are higher than men. 3. About job pressure (3 aspects): Age and tiredness have no remarkable difference. About low self-esteem, tiredness, and depression, women are higher than men. 4. The trend of quitting job: women are higher than men. The position of non-supervisors is higher than the position of supervisors. 5. The conflicts of job expectation/ personal expectation and the conflicts of personal expectation vs. low self-esteem have positive influence. The conflicts of job expectation/ family expectation and the conflicts of personal expectation vs. tiredness have positive influence. The conflicts of job expectation/ family expectation, the conflicts of job expectation/ personal expectation, and the conflict of personal expectation vs. depression have positive influence. By contrast, the conflicts of family expectation/ personal expectation vs. depression have negative influence. 6. The conflicts of job expectation/ family expectation, the conflicts of job expectation/ personal expectation, and the conflict of personal expectation vs. the trend of quitting job have positive influence. 7. Tiredness, and depression of job pressure vs. the trend of quitting job have positive influence. 8. Because of tiredness, the conflicts of job expectation/ family expectation, the conflicts of job expectation/ personal expectation, and the conflict of personal expectation vs. the trend of quitting job have influence.

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

我政府為因應世界貿易之趨勢，在1999年5月27日正式施行政府採購法，為健全我國政府採購制度，建立新的里程碑。 警察本身是執法人員，代表國家執行公權力，原本採購人員不僅在個人品操上，就要有高於法律標準的品格與道德訴求，也要對採購工作有熱誠，方足以勝任及實現採購制度變革之目標，但如長期處於高工作壓力，將可能形成有經驗的採購人員不願意久任，或單位出缺不容易徵才的窘境，因此，因應此種新情勢的變革，對於警察機關辦理採購人員在心理壓力、工作滿足及工作投入等將會產生何種衝擊，自是一項值得重視的課題。 本研究由相關文獻回顧著手，再用問卷設計及訪談法加以研究。首先以問卷調查方式，對警察機關承辦採購金額超過新台幣10萬元以上，需辦理公開招標業務者進行普測，計發出問卷264份，回收254份，有效回收率為96%。問卷內容旨在探討政府採購法立法之後，對警察機關採購人員工作壓力、工作投入、工作滿足、工作倫理及休閒之影響，並針對影響採購人員工作滿足及個人對此問題重視程度，對於研究結果採取「理想型」之建構模式，計分為3種類型。 一、第Ⅰ類型：重視且滿足，有12題。 即1.我對於同仁間能相互協助支援、2.我對於工作能獲得上司的支持、3.我對於能從工作中得到成就感、4.下班後我有時間安排休閒生活、5.下班後我有良好的家庭生活、6.自己能成為單位重要的一員、7.我能達成機關的採購任務、8.採購工作經驗能提升我的工作能力、9.採購法實施後採購作業環境獲得改善、10.採購工作使我有個人成長及進步的機會、11.我對採購法律的認知，足以處理現在的工作、12.我對於需求單位所提規格不週延，導致履約爭議感到困擾。 二、第Ⅱ類型：重視但不滿足，有10題。 即1.對於工作忙碌程度、2.對於工作責任負擔、3.對於職務的晉升機會、4.對於工作獎勵和他單位相較的合理性、5.對於工作分擔範圍的合理性、6.採購工作讓我感到樂在其中、7.採購工作提供自我表現的機會、8.工作能實現我的理想、9.工作能合乎家人的期望、10.覺得與外勤工作「績效」壓力相較，採購業務不像外勤工作有「績效」壓力。 三、第Ⅲ類型：不重視也不滿足，有1題，即辦理採購工作使我能受到他人肯定。 而第Ⅰ及第Ⅲ種類型的項目，對採購人員而言，其意涵容易理解，故本研究僅針對第Ⅱ類型（重視但不滿足）的項目，進一步透過深入訪談加以深究。 根據研究結果，提出以下建議： 一、對立法者及主管機關的建議：由國家考試舉才，專才專用；檢討法令、提高公告門檻；設立專業加給之獎勵制度。 二、對警察教育單位的建議：在警察大學及警察專科學校開設採購法相關課程供同學選修，俾能在離校後銜接實務工作，也希望能在學校開設講習課程提供現職同仁在職進修，以利採購人員對採購法的認知與熟悉。 三、對警察機關的建議：多給激勵，舒解壓力；將採購法令，排入常訓；加強宣導，以正視聽；公開表揚、提昇士氣。 四、對警察機關採購人員的建議：學習心理調適；增進專業技能，不斷吸收新知；加強服務利他觀念；採購人員倫理準則，務必遵守。 關鍵字：警察機關、採購人員、工作壓力、工作投入、工作滿足、工作倫理、工作與休閒