A Study of the Female Detectives' Working Pressure and Resignation Intention – Based on the Civil Service Special Examination for Coast Guard Personnel

• Main Authors: Li-Hsueh Tu, 凃麗雪
• Other Authors: Jong Huang
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/74969858943756258843

碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 98 === The Coast Guard Administration (CGA) is a specialized institution for enforcing the maritime law in Taiwan, and the business of Coast Guard is multiple and professional. The main job of the CGA is to curb the smuggling of guns and drugs, stop illegal entry and exit, prevent the smuggling of agricultural, fishery and livestock products, and clamped down on illegal fishing. In order to develop a new manpower, the Civil Service Special Examination for Coast Guard Personnel (CSSECGP) began since 2001. However, there is no restrictions apply for this examination of gender under the principle of gender equality and fair employment. Therefore, the first female inspector under the special examination system services into the Coast Guard Reconnaissance Brigade. Research shows that, because the female inspectors cannot adapt to the life of field work ,so they made the request for transfer to back office or to leave. The pressures come from the performance of investigates, executive leadership skills, family, gender roles playing and the opposition for female as an inspector in organization. This survey show that so far (March 31, 2010) the department has held a total of five CGA special exams and 170 members serve as inspectors (132 males, 38 females). 170 out of 45 members (30 male, female 15) were transferred to back office staff or other units. That is to say, the losses of male and female members were 22.7% and 39.4%, respectively. The turnover rate of female is much higher than male. In this study, we invited twelve current or former female inspectors and three executives as interviewers, trying to find out the pressures in female inspectors from Reconnaissance Brigade through the literature review, participant observation and case interviews. From personal, organization, external, gender roles and other factors, we identify the source of pressure on each respondent from their true feeling, and whether they generate the mind of turnover. The results based on the findings, the following recommendations: First, construct of gender communication platform to enhance the opportunity of female colleagues in decision-making. Second, enhance awareness of gender roles on female colleagues, and to strengthen the programs of education on the training of gender mainstreaming. Third, protect the training opportunities of further education on female, and promote to outstanding of female talent. Fourth, raise staff awareness of sexual harassment complaints, and increase the complaint channels. Fifth, construct of female workers backup support mechanisms. Sixth, continue to promote the plan of Coast Guard reorganization, and set incentives. Seventh, fight for the subsidies and reduce the treatment gap. Eighth, cultivate the affinity leadership style on the director. Ninth In the future ,should strengthen the qualifications limit which the test selects, integrates the special examination project the tendency and the personality test. Tenth, indicate the job functions in the admission brochure, so that the applicants can understand the future work of the project. 11th, propose to increase the back training mechanism during training.