A Study on the Causes of Detectives' Resignation after Canceling Gender Restriction on Civil Service Special Examination for Coast Guard Personnel

• Main Authors: CHEN-HSIUNG HSU, 許震雄
• Other Authors: Yu-Ying Kuo
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/33423773974173356289

碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 97 === With the nature of maritime guardian, Coast Guard Administration (CGA) has continued to carry out its missions to maintain maritime safety and security. Viewing the statistics of results in performance, “Maritime Law Enforcement” is of the most important task, mainly referring to gun and ammunition smuggling, drug smuggling and illegal entry affairs. Meanwhile, reconnaissance brigade is the unit having the great effective implementation of cracking down those criminal cases. Thus, regarding its significant position, CSSECGP has been holding urgently to fill the lack of manpower since 2001, the year after establishment. In accordance with a former research by CGA, however, the “Gender Stereotype” phenomenon has existed throughout when it comes to select qualified and competent detectives. That is, male takes the advantages to do those inspected duties, especially with physical considerations. By April 1st, 2009, 39 detectives of those who passed 1st and 2nd CSSECGP have resigned, in which male and female account for 26.83% and 59.25% respectively. Under the urgent needs to fill the severe manpower shortage, it is even harder to conduct authorized assignments. In this research, the causes of leading to resign have been widely discussed and analyzed in terms of 4 perspectives, which are gender factor, external factor, organizational internal factor and personal factor. The methodologies contains in-person interview with 12 detectives, 6 male and 6 female, and wide collection of academic literatures. Along with the findings from this paper, 9 recommendations are presented as follows: 1. Continuous implementation of “Gender Mainstreaming” and “Gender Education”. 2. Positive attitude to cope with sexual harassment cases. 3. Interpretation of detective’s work content and status. 4. Set up the system for qualifiers’ assignment and job sharing. 5. Set up the principle of internal promotion and external supplementation. 6. Adjustment the salary system fitted new recruits of passing CSSECGP. 7. Build an official channel for potential quitters to express thoughts. 8. Reduction the maximum age limit of examinees. 9. Retrieval of original physical test and supplement of psychology test.