碩士 / 國立臺東大學 / 進修部公共與文化事務碩士專班(假日) / 105 / In order to unify the authority of coast guarding, our government established the Coast Guard Administration (CGA) under Executive Yuan on Jan 28, 2000. This administration integrates several existing agencies, including Marine Police Bureau of Ministry of the Interior, Coast Guard Command of Ministry of National Defense, and the anti-smuggling vessels of Customs Administration of Ministry of Finance. Since then, CGA has become a dedicated agency for maritime law environment. There are 20 reconnaissance brigades in Taiwan. Their major duties include crime inspection, prevention of illegal entry and exit, anti-smuggling, and intelligence gathering and reporting.
The reconnaissance brigades are a field operation system consisting of mainly male inspectors. However. in recent years, more and more females have joined the brigades through the Coast Guard Special Examination. The duties of the brigades are characterized by high risks and non-fixed working hours. Inspectors are required to work night shifts and stay on duty for 24 hours from time to time. This job requirement may increase the physical and mental burden on female inspectors and cause adaptation problems. This study conducted in-depth interviews with in-office senior female inspectors to investigate female inspectors’ duty adaptation, explore the adaptation problems they have encountered and the causes, and further develop strategies for improving the duty adaptation of female inspectors.
Based on findings, this study summarized two conclusions as follows:
1. In terms of duty adaptation, female inspectors have gradually realized the military culture. They would perform their duties regardless of duty type, manage to maintain good interpersonal relationships, and have sufficient understanding of the nature of field duties. Although the duties may affect their family and marriage, through proper stress adaptation, they would not be troubled with duties involving collaboration between male and female inspectors. Their duties would be arranged with consideration of gender differences, and they would be given professional training to increase their defense ability.
2. The adaptation problems among female inspectors include: difficulty adapting themselves to military leadership; fewer opportunities for women to win rewards due to gender stereotypes; higher difficulty of operating duties involving more female inspectors; hazardous tasks are labor-consuming and may cause burnout; performance stress increases the burn of work; there is a lack of women-friendly facilities; some equipment does not satisfy actual needs.
Finally, based on the adaptation problems encountered by female inspectors, this study proposed strategies in four aspects, including leadership, occupational identity, workload, and duty characteristics. These strategies are as follows: increase supervisors’ affinity and innovative leadership, respect gender differences and put the right person in the right place; consider gender differences in duty assignment and set up a minimum ratio of male to female inspectors for each operation; female inspectors are advised to have sufficient understanding of the workplace characteristics, adjust their mindset, improve their physical skills, attend emotional management courses, and reduce troubles at work; establish workplace equality within the brigades, improve operation-needed equipment and operation safety, implement the mentoring system, and improve work efficiency and effectiveness. The above suggestions can be a reference for CGA in policy-making and improving female inspectors’ adaptation to field duties.
| Identifer | oai:union.ndltd.org:TW/106NTTU5749006 |
| Date | January 2017 |
| Creators | Yen-Wen Chen, 陳彥文 |
| Contributors | Lee Yu Fen, 李玉芬 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 87 |
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