是不夠陽剛的身體，還是不夠多元的陽剛？
刑事警察局外勤的陽剛配置與性別隔離

「女生不適合當刑警，不適合來偵查隊」，是刑事警察局慣有的默契，也形成了刑事警察組織的性別隔離文化。本研究跳脫以生理現象來解釋此性別隔離的成因，而改採性別文化的觀點，以陽剛氣質、做性別的理論觀點，分析刑事警察局的組織文化、環境脈絡、和性別氣質想像等因素，如何扣連、配置成為一個固著陽剛氣質的網絡，並從中行使性別隔離的手段。研究發現，刑事警察組織的陽剛配置與性別隔離，展現在兩個層面。第一，在制度規章上，組織以結構性歧視，透過性別化操作，對女刑警形成制度性障礙，使得女刑警性落入組織中暫時、附屬性的位置，強化了職場的性別隔離現象。第二，在規則之外的看不見的組織文化，更是細微的展現各種控制，如以輩分政治及性別文化型塑各式隱形勞動；組織的裝備設計與使用上的性別化差異，限制女性執行高風險工作的機會與能動，強化女刑警「不適合外勤」的性別秩序；慣性抽離女刑警的案件主導權、在資源（車輛、人力）的分配與空間權力上做出性別化的限制（包括「出門」限制與工作性別隔離《女性做清點證物等被動安全工作》），可以看出女刑警被侷限的空間與能動力。再者，組織中男性社會網絡與連結是透過喝酒應酬等陽剛政治與性別權力結構來運作，會阻斷女刑警的協商與合作機能，而將其排除於工作核心之外，鞏固男警在職場中的權力與支配地位。在這些控制與排擠的限制中，研究也企圖找到女刑警突破重圍的出口策略，發現在職場的性別實作中，女刑警依循對平等與性別關係的不同想像，分別運用自由主義女性主義觀點、基進主義女性主義觀點的行動戰術，以時間換取空間，並質疑組織的標準，滑溜於堅固的結構中，發展出屬於女刑警的一條路。這些研究結果讓我們看見性別隔離現象的複雜性，同時也看見陽剛氣質是如何透過複雜環節而被配置起來，進而維護了性別隔離現象的合理性。透過職場制度與文化來剖析刑事警察局的日常行動，可以看見組織的陽剛，是透過各種無所不在的環節，不斷重複的「做性別」行動而展現出來的，同時成就了組織性別動態，因此要審視一個性別平等的職場環境，人數比例並非關鍵因素，更重要的是組織形塑出來的各式性別文化。本研究結果明白揭示刑事警察機關中的性別權力結構高於官僚階級權力。組織中的制度規劃、偵辦工作、裝備設計及成就工作標準體的性別化預設，確實形成女性偵查人員日常工作困境，使得原有榮譽感的女刑警，在貫穿陽剛政治的性別化職場中，不斷被削弱偵辦能量與獨立能動，更限制其仕途的發展空間；又加上同時對於女性傳統性別角色及英勇刑警期待的矛盾，使得女刑警處境兩難，自信與成就走向弱化不僅，形成女刑警的高流動率。期望透過職場中的女刑警發展出一套屬於自己的戰術，凝聚力量，形成模板，讓更多希望從事打擊犯罪的女警能獲得心理能量，及自我創造友善舒適的職場工作空間。

關鍵字

女刑警；性別隔離；陽剛職場；陽剛配置；霸權陽剛；做性別；性別政治

並列摘要

"Women are not suitable for being a criminal police" is a long-standing idea of the Criminal Investigation Bureau and has formed the culture of sex segregation. In the past, most of the research explained the causes of sex segregation from physiological phenomena. This study adopts the perspective of gender culture and uses the theories of masculinity and doing gender to analyze the ways in which the organization allocates the network of hegemonic masculinity to foster sex segregation. The study found that there are two causes of sex segregation in the Criminal Investigation Bureau. First, in terms of institutional norms, the organization is full of gender-blind design in the system, which causes structural discrimination and forms an institutional barrier to female criminal police, which makes them fall into the subjugated position of the organization. Second, there are various subtle gender cultures in the organizational culture, including the distribution of various invisible labors with political and gender stereotypes; equipment design and use do not consider gender differences; limiting women's opportunities and dominance to perform high-risk work and allocating resources and power based on the gender stereotype. These factors have all contributed to the unable ability of female criminal police. Furthermore, men in the organization will use masculine politics such as enjoying wine and sex to establish and maintain social networks, which will block the entry of female criminal police, affect her ability to negotiate and cooperate, and exclude them from the core of the work, consolidate the male criminal polices’ dominance in the workplace. Lastly, this study also attempts to find the response strategy for female criminal police to break through the limitations. It is found that female criminal polices can use the tactics of liberal feminism and radical feminism approach to expand their abilities and challenge the standards of organizations to develop a path of female criminal police. These findings allow us to see the complexity of sex segregation, and also see how hegemonic masculinity is configured through complex mechanisms to maintain the legitimacy of sex segregation. It is hoped that through this research, the female criminal polices can develop a set of tactics, gather strength and form a role model, let them get more agency, and create a friendly and comfortable workplace.