碩士 / 國立高雄科技大學 / 運籌管理系 / 107 / As a step in the Taiwanese government’s organizational reform policy, the Coast Guard Administration (CGA) was downgraded from a second-level agency to a third-level agency, effective on April 28, 2018. A new second-level agency entitled the Ocean Affairs Council was then formed to be in charge of creating marine-related policies, managing and maintaining the safety of coastal and sea areas, and overseeing the development of marine conservation and marine technology.
This study performed structured interviews with 12 members of the newly established Dongsha-Nansha Branch of the CGA regarding their perceptions following the organizational change. The interview data were compiled and analyzed.
After an in-depth interview and discussion with the interviewees, this study identified organizational and personnel affair problems and performed an inductive analysis. The results showed that when the CGA was downgraded from a second-level agency to a third-level agency, its affiliated units became fourth-level agencies. This hindered the communication and coordination with external agencies and created excessive workloads. The organization change reduced their area of responsibility, but it also led to concerns about the extensive occupation of certain positions by senior employees and the lack of available positions for new recruits and promotion. Inconsistency in the salary standards of military, police, and civil service personnel assigned to the CGA also caused these personnel to receive unequal pay while performing the same tasks. Difficulty in job promotion was another concern that caused personnel to feel worried and powerless. Interviewees’ reactions toward the aforementioned problems were compiled into three dimensions, namely work stress, career development, and organizational commitment.
Implementing organizational reform for coast guard agencies should consider the overall feeling of organizational members and focus on problems concerning work stress, career development, and organizational commitment. These problems can cause organizational members to exert different effects on organizational change.
| Identifer | oai:union.ndltd.org:TW/107NKUS0682034 |
| Date | January 2019 |
| Creators | Wu, Che-Yu, 吳哲宇 |
| Contributors | CHEN,CHEN-CHENG, 陳珍珍 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 101 |
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