| Summary: | 碩士 === 美和科技大學 === 經營管理研究所 === 100 === Within ten years since the establishment of Coast Guard Administration, there are significant results in defending national sovereignty, maintaining fishermen’s rights, apprehending illegal smuggling and ensuring national security. In recent years, effort is put into serving the people. This research therefore focuses on the relationships of between organizational commitment and job effectiveness. Based on data collected from interviewing Coast Guard staff, this research shows the differences in organizational commitment of different Coast Guard staff backgrounds. If obvious differences exist, the relationship of the Coast Guard organization and its staff is further studied. By looking at the Coast Guard staff’s commitment towards the organization, we can understand the current overall state of service quality needed in order to achieve the Coast Guard Administration’s goal of servicing people with the motto of “duty as foundation, service as support.” If every member in the organization has a high degree of commitment, the cost of operation and members’ training could be reduced to the lowest level with added benefit of increasing job efficiency.
This research takes sample data from the staff of Central Coast Patrol Office in Miaoli, Taichung, Junghua, Yulin, Chiayi and Kinmen. With responses from 460 staff members, deducting invalid responses, the accuracy of the data was 94.57%. By using the SPSS 12.0 Chinese version software for analysis, the research findings were as follows:
1.Differences in organizational commitment exist among Coast Guard staff. In terms of gender, women’s commitments are higher than men when we based our analysis on “organizational commitment” and “listening efforts.” The result shows that in recent years, women rights increased and that women spend no less time and energy than men on the job. In terms of “organizational structure”, the organizational commitments of the Coast Guard Companies or Patrol Corps staff are higher than its inspection offices staff. This shows that due to fact that the Coast Guard Companies and Patrol Corps have higher level of participation in administrative operations than individual inspection offices, the staff has higher senses of belongingness and identification with the organization better.
2.Comparing organizational commitments and job effectiveness of staff with different personal factors, we found that the job effectiveness is higher than the organizational commitment. It also shows that higher ranking Coast Guard staff has better job experiences; more professional skills training and the accumulation of on-the-job-experiences help them achieve higher level of job effectiveness.
3.Comparing staff with different organizational factors in regards to organizational commitment and job effectiveness, the result shows that job effectiveness is affected by whether they are exposed to organizational policy making and whether they can identify the tasks assigned. In addition, significant differences exist depending on whether the person is in charge or not.
4.Higher job effectiveness could be achieved when Coast Guard staff ommits to the organization more. In other words, increasing organizational
commitments also improves the quality of service.
This research concludes that in addition to pursuit better service quality, the Coast Guard staff should have a deep foundation on performing the tasks of serving and also enforce communication within the organization to achieve better coordination and collaboration. The result could improve administrative efficiency and service quality to towards people and help the staff achieve higher level of identification with the organization. We hope the
findings of this research could help the Coast Guard Administration to improve its service quality.
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