女性飛行員的職場空間與性別經驗

飛行員一直是以男性為主導的行業，以台灣本國籍女性飛行員爲例，女性比例僅佔6%，在性別主流化的策略與價值下，力求職場的性別平等，然而女性飛行員的比例仍然懸殊，本研究探討女性飛行員在職場上性別化空間經驗、家庭角色與航空公司對女性管理文化與策略來分析女性飛行員面對的困境和職場議題。本研究採用質性方法，透過深度訪談進行資料的收集，共訪談五位台灣女性飛行員，皆具有豐富的國內外飛行經驗的正副機師，年齡介於29到55歲，涵蓋台灣老中青三代女性飛行員。資料分析是使用主題分析法描繪出台灣近30多年女性飛行員職場的性別空間經驗。本研究發現以男性為主導的飛行員職場，仍然因已存在的性別歧視，偏見或性別分工讓女性飛行員經驗性別化空間。因性別化的空間包含具象的實體也包含了社會文化或管理策略所形塑的氛圍。研究發現有以下三點: 一、飛行員的職場性別化空間經驗二、台灣航空公司對女性飛行員的管理文化三、女性的家庭角色與飛行工作。依本研究的結果，若要改善飛行員職場的性別化空間並增加女性飛行員成長的比例，需從國家政策和航空公司管理文化做起。建議航空公司管理政策應避免性別化的招募及採用多元化管理的精神，尊重性別差異，營造多元性別平等的工作空間，以減少有形具象或無形性別化的職場空間氛圍，吸引女性進入職場，才能落實性別平等的實質效益並有利於飛行員職場的創新與發展。本研究限制，只訪談台灣民用航空運輸業的女性飛行員，若能增加飛行員樣本的多樣性，更有助於航空公司對於女性飛行員的相關管理策略與政策之制定。關鍵字：女性飛行員、性別、性別化職場空間、航空公司文化

關鍵字

女性飛行員；航空公司文化；性別；性別化職場空間

並列摘要

Pilots have always been a male-dominated industry, taking Taiwanese female pilots as an example, the proportion of women accounts for only 6%. Under the strategy and value of gender mainstreaming, efforts are made to achieve gender equality in the workplace. However, the disparity between female pilot and male pilot still large. This study was to explore the gendered spatial experience by female pilots in the pilots' workplace, also to analyzed dilemmas faced by female pilot which from family roles and the airline management culture and strategy for women. This study adopts a qualitative method. Data were collected through in-depth interview. A total of five Taiwanese female pilots were interviewed, include experienced captains and co-pilots. The range of age from 29 to 55 years old. The Data analysis use thematic analysis method to describe the gender space experience of female pilots in the past 30 years. This study found that the male-dominated pilot workplace still existed gender discrimination, gender prejudice and gender division of labor, which formed a gendered space. These gendered space which were experienced by female pilots as the followings: First, the gendered experience in the workplace, Second, the gendered management culture of airline, Third, the dilemma between work and family of female pilots。 According to the results of this study, the national policies and airline management strategies need to be changed to encourage women approaching pilot career. We recommended that management policies should adopt diversity management, respect gender differences, and create a equality workspace. The limitation of this study only recruited female pilots of Taiwan airlines. If the study increases quantities and diversities of sample, also increases quantitative inquiry in the future, it will be more helpful for airlines to formulate management policies for female pilots. Key words: Female Pilots, Gendered Workplace, Airline Culture