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隨著婦女就業情形的普遍，兩性議題也愈顯得重要，欲落實兩性平權，法律是最根本之道，從近年政府制定「兩性工作平等法」及「性別平等教育法」對於推進兩性平權，均具有劃時代的意義。所謂「玻璃天花板效應」（glass ceiling effect），就是一種不易被察覺的、人為的或組織的偏差所造成的無形阻礙，使得女性在事業生涯方面，無法獲得與男性公平競爭的機會。本研究藉由對玻璃天花板、陞遷、性別角色等相關理論與實務之檢視，對我國女性警官陞遷潛藏之問題進行探討，期能依據研究結果，提出一些建議，以供女性警官個人及有關機關參考。 在研究方法方面，本研究係採用問卷調查法為主，以我國女性警官為普測對象，取得回收有效問卷525份。研究問卷內容包含影響陞遷之「社會心理」構面、「歧視偏差」構面、「系統結構」構面與「陞遷發展」構面及女性警官個人基本資料等量表。問卷調查所得資料運用電腦統計套裝軟體SPSS for Windows 10.0版，以描述性統計分析、t考驗、單因子變異數分析及Pearson積差相關等統計分析方法進行資料處理： 本研究經由實證分析之後，歸納結論如下： 一、就各構面之認知程度而言：其同意程度依次為影響陞遷之「社會心理」構面，其次是「陞遷發展」構面，再次是「歧視偏差」構面，最後為「系統結構」構面。 二、就各構面之認知差異情形而言：在「社會心理」構面上，因年齡、婚姻、子女數、教育程度、警官年資、職務官階、服務單位、有無進修、現任職位及代理主管的不同而有顯著差異存在；在「歧視偏差」構面上，因婚姻、職務官階、工作內容、現任職位及代理主管的不同而有顯著差異存在；在「系統結構」構面上，因工作照顧、教育程度、職務官階、有無進修及代理主管的不同而有顯著差異存在；在「陞遷發展」構面上，因有無進修、現任職位及代理主管的不同而有顯著差異存在。 三、就各構面之相關分析而言：本研究所探討的四個構面的關連非常強，不論是整體或是其各個的因素之間均達顯著水準的正相關。 / With the rise of female employment rate in workplace, gender issues have been of higher importance in recent years. To realize gender equality in workplace, legislation serves to be the most fundamental solutions of all. Following the enactment of the Gender Equality in Employment Law and the Gender Equality Education Law, Taiwan female employees have seen landmark on their workplace status. But the so-called glass-ceiling effects, are less perceivable, man-made or organizational bias still persist, which deprive female employees of an equal opportunity as those bestowed on their male counterparts. In this study, the author will discuss the obstacles posed for Taiwan’s female police officers in their quest organizational positions based on the observation from the theoretical and practical sides of glass-ceiling effects, promotional and gender roles, and will further propose suggestions for improvements for female police officers. Methodologically, this study uses questionnaire survey research, with female police officers as subjects and results in 525 successful samples. Contents of the questionnaire include facets of promotional importance, such as socio-psychology, discrimination bias, systematic structures, promotional development and personal information. With the analysis of descriptive statistics, t-test, one way ANOVA and the Pearson product-moment correlation coefficient supported by SPSS for Windows 10.0, information gathered from the results of questionnaire is processed: After empirical analysis, our conclusions are: 1.On the acknowledgement level of each facet: respondents find most of their agreements on the importance of obstacles to their promotion, are socio-psychology, promotional development, discrimination bias and systematic structure. 2.On the perceptional difference of each facet: on the socio-psychological aspect, there are differences according to the age, marital status, children number, educational level, years of working as police officer, rank, current position, deputy supervisor, further education. On the discrimination bias facet, there are differences according to marital status, rank, job description, current position and deputy supervisor. On the systematic structure facet, the differences exists among respondents of different educational level, rank, further education and deputy supervisor. On the promotional development facet, there are differences according to further education, current position and deputy supervisor. 3.On the correlation analysis of each facet: the four facets discussed in the study has strong correlations, no matter individual factor or integral whole has all reached a high standard level of positive relationship.