海巡署機動查緝隊人員軍文職陞任認知差異對其職業滿足感之影響

Perceptions of Opportunity for Promotion and Job Satisfaction Among Military and Civilian Coast Guards

謝葉樹(YEH-SHU HSIEH)

指導教授 ： 周愫嫻

國立臺北大學/社會科學學院/犯罪學研究所/碩士(2014年)

摘要

歷年來機動查緝隊均是海巡署達成績效目標最基層、最重要的外勤單位，但因欠缺組織法明文規定致單位組織定位不明，實為外勤性質單位，卻被定位為地區局之內勤幕僚人員；海巡署機動查緝隊於海巡署內屬於情報體系之一環，其陞任派免亦自成一體，其陞任係依據「海岸巡防機關情報人員派免遷調作業規定」，惟因海巡署特殊的多文人事制度影響，軍、文職基層查緝人員在考績、薪酬及陞任上均呈現差異性。本研究主要目的是軍文職身份與職務陞任認知對其職業滿足度影響。本研究透過問卷調查400位機動查緝隊成員，回收率計為51%，研究結果發現，查緝隊文職比軍職人員具有更低的工作滿意度，更高的工作倦怠感及較高的離職傾向及較低的工作成就感及留職意願；軍職人員對「陞任制度公平認知」比文職高，對於陞任制度公平認知較為滿意，但同時也顯示出效率價值未充分反映在陞任政策上；軍文職對「陞任政治知覺公平認知」無顯著差別，但對陞任制度持較負面的評價，認為應建立一套公平、公正、公開的陞任制度；軍職人員在「激勵管理公平認知」及「陞任公平認知」均顯著高於文職人員；文職人員在「生涯停滯認知」上顯著高於軍職人員，對於整體的晉陞停滯感受大於工作內容停滯；文職與陞任關係運作不公平感能預測職業滿足度，文職的職業滿足度較不受環境因素的驅動，反而較著重在內化的個人不公平感的認知；因此，軍文職在陞任認知上的確具有差異性而相當程度影響了職業滿足感。

關鍵字

軍文職查緝隊 ； 職業倦怠感 ； 職業滿足感 ； 陞任 ； 海巡署機動查緝隊

並列摘要

Over the years, the Coast Guard Reconnaissance Brigade reach performance goals are the most basic and most important field units, but the lack of organizational units of the organization Act expressly provides that the positioning of unknown cause, in fact, the nature of field units, but was positioned as the back office of the Regional Bureau chief of staff personnel; Coast Guard Reconnaissance Brigade intelligence system belongs in the Coast Guard, one ring, which also promoted send free self-contained, it promoted were based on "Coast Guard intelligence agencies send free and Transfer of Requirements", but because of the Coast Guard Department personnel system special multicultural influence, military, civilian personnel on grassroots investigation appraisal, remuneration and promoted showed differences. The main purpose of this study was promoted to Army civilian identity and cognitive impact on their career job satisfaction. This study investigated 400 Reconnaissance Team through a questionnaire study found that civilian investigation team has a lower job satisfaction than military personnel, higher job burnout and high turnover intention and lower job satisfaction and intention to stay; military personnel "promoted fair system of cognition" Beaven vocational high school, he was promoted to the fair for the cognitive system is more satisfactory, but it also shows that the efficiency value is not fully reflected in the promoted policies; Army civilian for "fair cognitive promoted political consciousness "There was no significant difference, But was promoted to adopt a more negative evaluation system that should establish a fair, just and open system promoted; military personnel in "fair incentive management awareness" and "promoted fairness perception" were significantly higher than civilian; civilian In
the "cognitive career stagnation" was significantly higher than on military personnel, the overall feeling of stagnation promotion work content greater than stagnation; civilian relationship is not working and promoted a sense of fairness can predict career satisfaction, job satisfaction than the civilian from environmental factors drive, but more emphasis on the personal account of the cognitive sense of injustice; therefore, was promoted in the Army civilian cognitive differences but does have a considerable degree of influence career satisfaction.

並列關鍵字

military and cilivian intellegience agencts ； job burnout ； job satisfaction ； opportunit of promotion ； National Coast Guard intellegience agents

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