貨櫃船上的性別政治：女船副職場之處境

本研究以台灣三大貨櫃船公司，其中僱用女性在貨櫃船上工作的長榮、萬海兩家海運公司為研究對象。探討女船副在封閉的又充滿陽剛特質以男性為主的貨櫃船上，她獨自一人如何與全船男性船員互動及如何處理自身性別認同，面對被視為「怪異的他者/入侵者」的職場困境中，發展行動策略找到可能的出路。由於教育政策的開放，1993年起海事學校開放航海科系招收女生，到1998年台灣才有第一位女性以甲級船員身份在貨櫃船上工作。航海相關科系學生願意從事海上工作之原因如下：（1）經濟因素：船員的薪資比岸上工作者高2-3倍，是積累財富的好方法。（2）個人志願：由於個人興趣，嚮望船員四海為家的生活。（3）增廣見聞：隨著所跑航線，不僅可遊覽各國又能經歷不同之民情風俗，滿足個人好奇心。（4）學以致用：因為所學為航海專業技術，在無其他專長謀職不易下只有上船工作。本文從船上的制度面與社會關係面向，分析女船副因其性別，受到公司組織政策特別的保護及和不同階層同儕相處的緊張關係，看到女船副們在充滿歧視的男造環境中，呈現多樣性、複雜性的生存策略。年長船員對女船副家父長式的照顧，使其限入弱者的角色中，為獲得組織的認同與接受，女船副必須努力證明自己的能力。女船副面對不公平的海陸輪調制度，以累積海勤資歷、經濟困難等理由採取拖延、委婉的手段，爭取延後調至陸勤。她們與同事相處的策略歸納如下：（一）與人和善的相處態度（二）善用溝通的技巧（三）互助合作的工作策略（四）控制、壓抑負面情緒（五）用專業來爭取認可。本研究採質性研究的方法，深度訪談男、女船員、海運公司主管、海事學校老師，舉辦以學生為主的焦點團體以及我也隨船參與觀察。本文建議海事教育著重規劃有關性別教育、人際關係等課程，期望加強學生性別意識及適當的兩性相處方式。海運公司或船員訓練中心規劃船員的在職訓練課程中，安排防治性騷擾的課程，從對其身體的認識到尊重對方。公司方面，營造善意的工作環境及性別敏感度的組織政策，尊重多元文化以獲得女船員的向心力。

關鍵字

船員；女性氣質；男性特質；女船副

並列摘要

This study is based on two of the three largest cargo companies in Taiwan, Evergreen Marine Corp. and Wan Hai Lines Ltd., which hire female crews on board. The research explores on how female crews, which may be considered intruders, interact with other male colleagues and handle their own gender identities in an environment that is exclusively built up by and for the opposite sex. Navigational schools started female enrollments since 1993 due to a change in educational policy . However, it was not until 1998, Taiwan had its first female officer actually working on board. Marine related graduates are willing to work on board for the following reasons:（1）Economic reasons: payrolls are 2-3 times greater than those working on land and therefore a more efficient way to accumulate wealth. （2）Personal interest: goal to live freely （3）Worldwide perspective: a chance not only to travel to different countries, but also to experience different cultures to fulfill curiosities （4）Applicable reason: their professional training are needed on the ship. From an institutional and social relation perspectives, this study analyzes female officers' various strategies in dealing with working and personal relationship with colleagues in a male-dominated and gender discriminated environment as well as the ways they face companies' protective policies and their reactions. Senior crew members treat female officers as their daughters which make them to be in a inferior position. In order to gain their acceptance, female officers have to work hard to prove their abilities. Facing an unfair sea versus land job rotation, they have to used various reasons, such as to gain more experience or for economic reason to delay from being transferred to shore. The most commonly used strategies by female officiers in dealing with male-dominated working environment are as follows:（1）Bing friendly with colleagues（2）Communicating with skills （3）Being cooperative (4) Suppressing and controlling their negative emotions（5）Gainging recognition by professional knowledge. The research methods used in the study are in-deep interview, focus group and participate observation. The informants include crew members, management groups and marine university teachers and students. The research suggests that marine related institutions should reorganize the importance of gender education. As for cargo companies and merchantman seafarer training centers, organizational arrangement should emphasis on the prevention of sexual harassment and gender-sensitive. The company has to create a gender friendly working environment and build up gender sensitive policies, so that it would be able to attract female officiers.