A study on job satisfaction of Coast Guard personnelsfrom different appointment sources

• Main Authors: Tseng,Tse Chun, 曾澤羣
• Other Authors: Sheu,Chuen Jim
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/14525652606690014087

碩士 === 國立臺北大學 === 犯罪學研究所 === 103 === The Executive Yuan Coast Guard, combinations of personnel of the Defense Department Coast Guard Command (Army, Taiwan Grarrison command military personnel), the National Police Agency Water Police Department ( Seventh Police Force Security Police recruits), the Ministry of Finance Tariff Administration (Anti-smuggling ship customs personnel) and the Committee on Agriculture (Fisheries Patroll), which are in charge of coastal defense work, expecting to unify marine shore rights for effectiving the law enforcement. On year A.D. 2000 the beginning of establishment, because of different organizational cultures and the staffs are with multiple identities, the personnel appointment and management are implemented by following the provisions of the law related to the identity of each staff before the personnel appointment system and management regulations are not unified, resulting in unequal pay for equal tasks, affecting internal unity difficulties which become operational issues. In this study, investigated the effect and actual status of job satisfaction of Coast Guard personnel for current organization system and organization structure based on the levels of practice side and legal side, to explore the Coast Guard personnel appointment should maintain diversified organizational structure or toward to unification, which option is more able to reach organization goals for constructing Coast Guard personnel appointment evaluation index system. Finally based on the study findings, specific recommendations are proposed to promote job satisfaction of Coast Guard personnel, and provide the reference for future government re-organization. In this study, using in-depth interviews way, the interviewees include various source of Coast Guard personnel from military, police, civilian and custom in total of 11 persons, to discuss job satisfaction based on various faces, investigating the impacts on job satisfaction for different leadership style, salary appraisal, promotion development, job characteristics and interactive of colleague. The study found:（1）The leadership of military and police commanders are more authoritative, higher turnover intention of their members, and low job satisfaction; the leadership of civilian, customs duty officers are more employee benefits-oriented, their members have higher job satisfaction. （2）Salary is based on various identities of each personnel, promotion standard is also inconsistent, resulting in unequal pay for equal tasks.（3）Education of military personnel account more flexible than police, civilian, customs personnel,not fair on promotion.（4）Mission requirements are too cumbersome, it seems contrary to the Coast Guard on duty range of regulations, should narrow on shore within 500 meters of the provisions of the international.（5）The Coast Guard personnels are from various organizations, each person have multiple identities, everyone is with different organizational cultures, often owing to their own benefits or system factors, resulted in staff low morale or caused working relationship gap between staffs. On the basis of the findings, this study makes following recommendations： (1）Raising the staff salary as soon as possible （2）Setting fair and reasonable promotion pipeline （3）Improving management and evaluation system of promotion （4）Establishing good working environment and unique organization culture （5）Encouraging working morale （6）Perfecting Coast Guard human resource development （7）Purchasing for frontline equipments must times （8）Uniting the personnel appointment regulations and promotion systems （9）Planning Coast Guard long-term development vision.