關鍵字：
警察機關;分駐（派出所）;女警政策;人力招考性別限制;;;;
摘要
：
就警察工作而言，在制度設計上本應不分性別，只要有保護人民的熱忱、經過一定之甄選與考試程序者，應可進入警察機關工作。惟受到警察工作特性及傳統警察組織文化的影響，使得警察機關至今對於男女性別角色的刻劃仍相當明顯，人力招考限制女性人數、內勤女警比例遠高於外勤女警比例，均是警察組織中常見的現象。近年來，受到婦女團體的關切以及警察角色轉變的影響，使得進入警察機關工作的女性逐年增加。面對女警人數增多，內勤工作職缺逐漸不足，女警擔服外勤工作自然成為趨勢，警察機關的內部工作環境也隨之產生明顯變化。為兼顧性別平權及警察維護治安的職業本質，有關男、女警共同服勤、員警工作適應、民眾接受程度，以及組織效能等議題，無疑是重要且具急迫性的研究課題。由於目前女警雖亦派至派出所工作，但並未與男警服相同勤務，因應女警派至派出所的人數逐年增加的趨勢，有必要了解現階段女警是否能在派出所與男警服相同的勤務。為清楚了解女警於外勤機構的執勤情形、男女警互動、民眾對女警執勤的接受度及相關配套措施等問題，本研究在研究設計上採「準實驗」模式。由警政署選定臺北市、臺北縣、桃園縣及臺中市各一個派出所，抽離約25%的男警，改配置女警，該等女警與男警工作相同，男、女警服勤時間及執行之勤務方式相同。另於上述四個縣市各選定一個與實驗派出所轄區特性、員警背景相似的派出所，作為為對照組（控制組）。實驗自2008年5月1日開始，期間為六個月。本研究所蒐集的資料包括外國女警文獻、員警工作狀況調查（問卷調查兩次，實驗初期及後期各調查一次）、警察機構次級資料（實驗前及實驗期間各派出所的刑案發生數、破獲數、酒測次數、違規告發數、請假人數及總日數、員警的平均超勤時數等資料）、田野觀察（分三階段）、深度訪談、民意調查等。綜合這些資料發現：由於女警本身至派出所服勤的意願不高、缺乏足夠的訓練，以及相關配套措施不足等主、客觀因素的影響下，女警在派出所中並無法像男警一樣可以單獨服勤，有必要針對這些問題加以解決。因此，本研究乃提出以下建議事項：一、就警政署教育組而言：近期內應採取的作為包括：加強女警處理案件的執勤技能與膽識之訓練：包括：強化實務訓練及實習、加強執勤技能與自我防衛意識以及加強膽識訓練等作為；加強體能訓練；灌輸員警對警察工作認同與從事外勤工作的觀念；持續推動性別平等教育，降低性別職業隔離現象；加強宣導讓欲加入警察工作的女性對於警察工作性質有正確認知；改進招募方式，加考術科或體能測驗。至於中長期應採取的作為則包括：改進招募方式，對與試者實施心理測驗；警察專科學校之教育內容以培養學生擔任派出所員警為主要導向；落實體能淘汰機制。二、就警政署人事室而言：近期內應採取的作為包括：派出所配置女性幹部；現階段派出所女警人數宜配合相關配套措施調整；近期招生性別比例設限仍有保留之必要；現階段女警宜優先分派至治安狀況較為單純(20人以上)派出所。至於中長期應採取的作為則包括：建立合理的女警調職制度；與合格日夜間兒童托護中心合作，減少有子女者後顧之憂；待所有配套措施建構完備，應可取消招生分定男女錄取比率之限制(配合單位：教育組、後勤組、行政組)。三、就警政署督察室而言：近期內應採取的作為包括：鼓勵員警勤餘從事有益身心之休閒活動。四、就警政署行政組而言：近期內應採取的作為包括：落實勤前教育；參考本研究編擬之「現階段分駐(派出)所男、女警共同服勤較適當模式表」編排目前派出所女警之勤務；女警懷孕期間應以執行八小時之靜態勤務為優先安排。至於中長期應採取的作為則包括：規劃合理工作時數，合理化勤休制度。五、就警政署後勤組而言：近期內應採取的作為包括：改善並充實現有裝備，以提昇員警執勤安全。至於中長期應採取的作為則包括：改善派出所辦公、備勤及住宿環境，人性化區隔男、女警使用空間。;For police work, it should not create gender inequality circumstances in policy-making. As long as a person is qualified to protect people with his or her enthusiasm and passes the recruitment procedure, he or she can become a police officer. Because of police job characteristics and traditional police culture, male and female officer with different role is quite obvious in the police organization. The recruitment examination restrains the number of female police, and the staff policewomen’ percentage is much higher than the line policewomen who work on the street. This is a common phenomenon in police organizations. In recent years, there has been more females work for police organization, and their number is increasing year by year. It comes from the influence of feminist group concern and the police role transformation. Facing the increasing of female police, the staff capacity for female officers in police organization is no longer enough. Policewoman as a “line” law enforcement officer has become a tendency. Police organization's interior work environment also has an obvious change along with it. In order to enhance the significance of gender equity and professional essence of policing, the co-enforcement duty by male with female officer, officer adaptation during co-enforcement duty, the acceptance by public opinion, as well as effectiveness of police organization, are important and urgent research issues.Currently, policewomen have been assigned to work as line officer in police stations, however they are not dispatched the same duty as policeman. Responding to the increasing of line policewoman, it’s necessary to know whether policewoman can do the same duties as policeman or not. To clearly understand the performance of policewoman, male and female police interaction, the public acceptance of line policewoman and necessary measures for line female officers, this research uses the “quasi-experiment” design. The National Police Agency selects one police station from Taipei City, Taipei County, Taoyuan County and Taichung City respectively as the experiment group. Within experiment group, 25% policemen of each police station is replaced by policewomen. Those policewomen do the same duties as their male partners during experiment. In addition to experiment group, one police station with similar policing conditions and social background to experiment police station is selected from four jurisdictions (city or county) respectively as a “control station”. Therefore, the control group consists of four police stations. The experiment started on May 1, 2008 and ended on October 31, 2008. The experiment lasted for six months. The data collection methods in this research include analysis of international literature concerning policewoman, survey of police work performance (twice questionnaire survey, the first survey in initial experiment period and the second survey in final experiment period), analysis of secondary data of police organizations (data such as crime numbers, crime clearance numbers, traffic citations, officer’s absence, officer’s merit. and citizen complaints), field observation, interview with police officers, and public opinion survey. It takes nine months to complete this research. According to the above data analysis, this research finds that there is a small percentage of policewoman would like to do the same duties as their male partners in police station. Furthermore, the training program for police officer needs to be improved for policewoman and job safety concern is obvious and strong to policewoman. Duty equipments and facilities also needs to be improved. The public do not trust completely policewoman’s ability in law enforcement. If the necessary measures are not properly arranged and implemented, policewoman is unable to serve as an independent line officer in police station. Based on the findings from this research, the following suggestions are proposed:1. For Education Division of National Police Agency:What need to be implemented immediately are including: enhancing policewomen’s skills and courage to execute their tasks; strengthening physical training; instructing police officers to identify themselves with their duties and field assignments. In the mid-to-long terms, what should be conducted are as following: promoting the gender equity education and eliminating the gender isolation in occupation; providing necessary and suitable information to the female(with the will to become police officer) for her correct recognition to policing; improving the methods to recruit, which should consist of physical and written examination as well as psychological test; the educational theme of Taiwan Police College should orient students(especially students of the department of police administration) to work as line officers in police station; creating a mechanism to drop out those who fail to meet the criteria of physical training. 2. For the Personnel Office of National Police Agency:In the short term, to appoint female cadres in police stations; with a great number of policewomen working in the police station is not recommended at this moment; the current gender ratio policy for recruitment should be retained at this time; allocating policewomen to the police stations (with at least 20 police officers) with jurisdiction of better public order for the time being. Concerning the mid-to-long terms, establishing a proper job rotation system for policewomen; setting up cooperation program with the legal day-night children care center to diminish the burden of policewomen; after all the supplementary measures are completed, the gender ratio restriction on recruitment should be suspended.3. For Inspection Division of National Police Agency: Encouraging police officers to participate in activities which are good for their physical and mind during their leisure time.4. For General Affairs Division of National Police Agency:In a short term, reinforcing prior duty education, referring to “the model for co-serving duties by male & female officers deployed in the police station” for duty dispatch; arranging 8-hour and motionless duty for pregnant policewomen. For a long-term development, it is necessary to design reasonable working hours & a furlough system. 5. For Logistics Division of National Police Agency:Improving the quality of equipment for duty security is the short term suggestion. Establishing the better office and residential environment is the main topic in the long term plan. Segregating working and rest space by humanistic approaches is also desirable.
計畫摘要
：
就警察工作而言，在制度設計上本應不分性別，只要有保護人民的熱忱、經過一定之甄選與考試程序者，應可進入警察機關工作。惟受到警察工作特性及傳統警察組織文化的影響，使得警察機關至今對於男女性別角色的刻劃仍相當明顯，人力招考限制女性人數、內勤女警比例遠高於外勤女警比例，均是警察組織中常見的現象。近年來，受到婦女團體的關切以及警察角色轉變的影響，使得進入警察機關工作的女性逐年增加。面對女警人數增多，內勤工作職缺逐漸不足，女警擔服外勤工作自然成為趨勢，警察機關的內部工作環境也隨之產生明顯變化。為兼顧性別平權及警察維護治安的職業本質，有關男、女警共同服勤、員警工作適應、民眾接受程度，以及組織效能等議題，無疑是重要且具急迫性的研究課題。由於目前女警雖亦派至派出所工作，但並未與男警服相同勤務，因應女警派至派出所的人數逐年增加的趨勢，有必要了解現階段女警是否能在派出所與男警服相同的勤務。為清楚了解女警於外勤機構的執勤情形、男女警互動、民眾對女警執勤的接受度及相關配套措施等問題，本研究在研究設計上採「準實驗」模式。由警政署選定臺北市、臺北縣、桃園縣及臺中市各一個派出所，抽離約25%的男警，改配置女警，該等女警與男警工作相同，男、女警服勤時間及執行之勤務方式相同。另於上述四個縣市各選定一個與實驗派出所轄區特性、員警背景相似的派出所，作為為對照組（控制組）。實驗自2008年5月1日開始，期間為六個月。本研究所蒐集的資料包括外國女警文獻、員警工作狀況調查（問卷調查兩次，實驗初期及後期各調查一次）、警察機構次級資料（實驗前及實驗期間各派出所的刑案發生數、破獲數、酒測次數、違規告發數、請假人數及總日數、員警的平均超勤時數等資料）、田野觀察（分三階段）、深度訪談、民意調查等。綜合這些資料發現：由於女警本身至派出所服勤的意願不高、缺乏足夠的訓練，以及相關配套措施不足等主、客觀因素的影響下，女警在派出所中並無法像男警一樣可以單獨服勤，有必要針對這些問題加以解決。因此，本研究乃提出以下建議事項：一、就警政署教育組而言：近期內應採取的作為包括：加強女警處理案件的執勤技能與膽識之訓練：包括：強化實務訓練及實習、加強執勤技能與自我防衛意識以及加強膽識訓練等作為；加強體能訓練；灌輸員警對警察工作認同與從事外勤工作的觀念；持續推動性別平等教育，降低性別職業隔離現象；加強宣導讓欲加入警察工作的女性對於警察工作性質有正確認知；改進招募方式，加考術科或體能測驗。至於中長期應採取的作為則包括：改進招募方式，對與試者實施心理測驗；警察專科學校之教育內容以培養學生擔任派出所員警為主要導向；落實體能淘汰機制。二、就警政署人事室而言：近期內應採取的作為包括：派出所配置女性幹部；現階段派出所女警人數宜配合相關配套措施調整；近期招生性別比例設限仍有保留之必要；現階段女警宜優先分派至治安狀況較為單純(20人以上)派出所。至於中長期應採取的作為則包括：建立合理的女警調職制度；與合格日夜間兒童托護中心合作，減少有子女者後顧之憂；待所有配套措施建構完備，應可取消招生分定男女錄取比率之限制(配合單位：教育組、後勤組、行政組)。三、就警政署督察室而言：近期內應採取的作為包括：鼓勵員警勤餘從事有益身心之休閒活動。四、就警政署行政組而言：近期內應採取的作為包括：落實勤前教育；參考本研究編擬之「現階段分駐(派出)所男、女警共同服勤較適當模式表」編排目前派出所女警之勤務；女警懷孕期間應以執行八小時之靜態勤務為優先安排。至於中長期應採取的作為則包括：規劃合理工作時數，合理化勤休制度。五、就警政署後勤組而言：近期內應採取的作為包括：改善並充實現有裝備，以提昇員警執勤安全。至於中長期應採取的作為則包括：改善派出所辦公、備勤及住宿環境，人性化區隔男、女警使用空間。;For police work, it should not create gender inequality circumstances in policy-making. As long as a person is qualified to protect people with his or her enthusiasm and passes the recruitment procedure, he or she can become a police officer. Because of police job characteristics and traditional police culture, male and female officer with different role is quite obvious in the police organization. The recruitment examination restrains the number of female police, and the staff policewomen’ percentage is much higher than the line policewomen who work on the street. This is a common phenomenon in police organizations. In recent years, there has been more females work for police organization, and their number is increasing year by year. It comes from the influence of feminist group concern and the police role transformation. Facing the increasing of female police, the staff capacity for female officers in police organization is no longer enough. Policewoman as a “line” law enforcement officer has become a tendency. Police organization's interior work environment also has an obvious change along with it. In order to enhance the significance of gender equity and professional essence of policing, the co-enforcement duty by male with female officer, officer adaptation during co-enforcement duty, the acceptance by public opinion, as well as effectiveness of police organization, are important and urgent research issues.Currently, policewomen have been assigned to work as line officer in police stations, however they are not dispatched the same duty as policeman. Responding to the increasing of line policewoman, it’s necessary to know whether policewoman can do the same duties as policeman or not. To clearly understand the performance of policewoman, male and female police interaction, the public acceptance of line policewoman and necessary measures for line female officers, this research uses the “quasi-experiment” design. The National Police Agency selects one police station from Taipei City, Taipei County, Taoyuan County and Taichung City respectively as the experiment group. Within experiment group, 25% policemen of each police station is replaced by policewomen. Those policewomen do the same duties as their male partners during experiment. In addition to experiment group, one police station with similar policing conditions and social background to experiment police station is selected from four jurisdictions (city or county) respectively as a “control station”. Therefore, the control group consists of four police stations. The experiment started on May 1, 2008 and ended on October 31, 2008. The experiment lasted for six months. The data collection methods in this research include analysis of international literature concerning policewoman, survey of police work performance (twice questionnaire survey, the first survey in initial experiment period and the second survey in final experiment period), analysis of secondary data of police organizations (data such as crime numbers, crime clearance numbers, traffic citations, officer’s absence, officer’s merit. and citizen complaints), field observation, interview with police officers, and public opinion survey. It takes nine months to complete this research. According to the above data analysis, this research finds that there is a small percentage of policewoman would like to do the same duties as their male partners in police station. Furthermore, the training program for police officer needs to be improved for policewoman and job safety concern is obvious and strong to policewoman. Duty equipments and facilities also needs to be improved. The public do not trust completely policewoman’s ability in law enforcement. If the necessary measures are not properly arranged and implemented, policewoman is unable to serve as an independent line officer in police station. Based on the findings from this research, the following suggestions are proposed:1. For Education Division of National Police Agency:What need to be implemented immediately are including: enhancing policewomen’s skills and courage to execute their tasks; strengthening physical training; instructing police officers to identify themselves with their duties and field assignments. In the mid-to-long terms, what should be conducted are as following: promoting the gender equity education and eliminating the gender isolation in occupation; providing necessary and suitable information to the female(with the will to become police officer) for her correct recognition to policing; improving the methods to recruit, which should consist of physical and written examination as well as psychological test; the educational theme of Taiwan Police College should orient students(especially students of the department of police administration) to work as line officers in police station; creating a mechanism to drop out those who fail to meet the criteria of physical training. 2. For the Personnel Office of National Police Agency:In the short term, to appoint female cadres in police stations; with a great number of policewomen working in the police station is not recommended at this moment; the current gender ratio policy for recruitment should be retained at this time; allocating policewomen to the police stations (with at least 20 police officers) with jurisdiction of better public order for the time being. Concerning the mid-to-long terms, establishing a proper job rotation system for policewomen; setting up cooperation program with the legal day-night children care center to diminish the burden of policewomen; after all the supplementary measures are completed, the gender ratio restriction on recruitment should be suspended.3. For Inspection Division of National Police Agency: Encouraging police officers to participate in activities which are good for their physical and mind during their leisure time.4. For General Affairs Division of National Police Agency:In a short term, reinforcing prior duty education, referring to “the model for co-serving duties by male & female officers deployed in the police station” for duty dispatch; arranging 8-hour and motionless duty for pregnant policewomen. For a long-term development, it is necessary to design reasonable working hours & a furlough system. 5. For Logistics Division of National Police Agency:Improving the quality of equipment for duty security is the short term suggestion. Establishing the better office and residential environment is the main topic in the long term plan. Segregating working and rest space by humanistic approaches is also desirable.