海軍女性軍官的角色衝突研究—以艦艇部隊為例

一、國軍女性軍職人員制度擴大實施至今已超過廿年，在能彌補男性兵員短缺又能招收高素質女性人力的雙重效益下，女性軍職人員制度和其他國家一樣備受重視，使女性軍職人員人數逐漸增加；西方各國在1970 年代相繼頒布新的女兵徵補政策，使得各國女兵數量開始增多，比率也大為增加，而造成此種現象的主要原因有：女性主義運動的推波助瀾、役男短缺、戰爭型態改變。反觀，女性軍職人員生涯發展應同步檢討與策進，始能跟進其人數的增長，而有完善的制度與規劃，是女性人力運用的重要課題。二、若將女性軍職人員生涯發展歸納為穩定工作類型、雙軌生涯型及不穩定工作類型等三類，海軍女性兵科軍官即屬於第三類；若想改變工作型態（科別及專長），以減緩在家庭與工作的衝突或是因應生產、家人事故等問題時，均在「男女平等」的前題及人事作業規定下，被迫以放棄更好的派職、昇遷、經管及資格作為代價；且當事過境遷，欲重新進入指揮職體系，亦有諸多無法突破之「公平」限制與規定。故，海軍女性兵科軍官面臨之生涯發展阻礙與問題，均較男性高出許多。三、易言之，在家庭與工作的角色衝突情形下，海軍女性兵科軍官只能被迫選兩種人生—擁有良好的經管、資歷、昇遷機會與發工作發展但全無家庭生活，或是擁有正常穩定的職業婦女家庭生活，但只能放棄工作發展並以少校最大服役年限退伍。四、在兵科軍官的世界中，一如在民間企業組織中存在著「性靜電」現象—即指男性對女性的評語與期望往往充滿了這種前言不對後語的破綻。故不能期待女性從下面來打破玻璃天花板，因為男人是企業的主控者，必須由他們把這層天花板挪開，這是一件艱難的工作。

關鍵字

女性軍職人員；男女平權；角色衝突；玻璃天花板

並列摘要

1. It has been more than 20 years since the expanded implementations of the national female military personnel enlist system. It has double bottom line can not only can compensate the shortage of male military personnel but also enlist highly skilled female military manpower so that the female military personnel enlist system is the major issue of concern in Taiwan as well as other countries. There have been an increasing number of female military personnel; many western countries had issued and promulgated new policy of female military personnel enlistment in the seventies to increase number of female military personnel while the percentage produced significantly; we hypothesize that this phenomenon is caused by the following reasons: the push of the Feminist Movement, the shortage of man of conscription age, and the war type changing. Nevertheless, the career development for the female military personnel shall be reviewed and improved concurrently to catch up with the increasing numbers; in view of this, it is an important issue to make both the system and planning of the female manpower utilization perfection. 2. The career development for the female military personnel are classified into three types including steady work, dual career paths, and unstable work, among them, the navy female line officer belong to the third type: in case one would like to change work patterns (division or military specialty) to reduce the on work-to-family conflict or to cope with incidents such as childbirth, accidents of family members, the said situation necessitated the abandonment of the better position, ranking and qualification under the premise of “gender equality” and pursuant to the regulations for manpower operating directions; there are some limitations and rules in the part of “fairness” which haven’t been breakthrough when they re-entered the military command system. Therefore, the female naval line offers encountered much more obstacles and problems than males. 3. In other words, the female navy line officers are intimidated into accepting only two types of life on role conflict of female officers who involve work family conflict— one is to obtain good management, working experiences, opportunities for promotion, and career development without any family life and anther to live a normal and stable family life as the common career woman without any career development to be finally discharged from the military service as the lieutenant commander within the maximum limitation of military service.. 4. As the common private enterprises, the electrostatic phenomena also exists in the world of line officers, that is, the comments and expectations of males on females are full of contradictions. We suggested that we can't expect females to break the glass ceiling since males who are dominated masters of enterprises shall remove such glass ceiling; nevertheless, this is a complex and difficult task.