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| 題 名 | 從證書體制到實踐社群?性別事件調查人才庫專業化路徑的反思=From a Certificate-Based Regime to a Community of Practice? Rethinking the Professionalization Path of the Talent Pool for Gender-Incident Investigators |
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| 作 者 | 李有容; | 書刊名 | 中國行政評論 |
| 卷 期 | 32:1 2026.03[民115.03] |
| 頁 次 | 頁32-70 |
| 分類號 | 544.7 |
| 關鍵詞 | 性別事件調查; 專業化困境; 調查人才庫; 場域理論; 性別正義; Gender incident investigation; Professionalization dilemmas; Investigator talent pool; Field theory; Gender justice; |
| 語 文 | 中文(Chinese) |
| DOI | 10.6635/cpar.202603_32(1).0002 |
| 中文摘要 | 本文以《性別平等教育法》、《性別平等工作法》與《性騷擾防治法》於2023年修正為焦點,探討修法後國家如何透過「調查專業人才庫」建構性別事件調查之專業化。本文以2017年MeToo運動及2023年國內發展為背景,指出此次修法以「有效究責加害人、友善保障被害人、建立可信賴制度」為核心政策語彙,並回應CEDAW第4次與第5次國家報告對性別暴力防治之要求。本文以文獻研究法,結合Abbott「專業體系理論」,將專業化理解為管轄權的界定與競逐;援引Bourdieu「場域理論(field theory)」,分析跨場域移轉時資本轉換與慣習差異(例如教育場域偏向輔導取徑,勞動場域偏向契約與權利義務);並以DiMaggio與Powell的「制度趨同理論」,說明各部會制度趨同現象(如勞動部對教育部模式的模仿與移植);最後透過Wenger實踐社群觀點,指出短時數、一次性訓練難以生成具持續互動、共同反思與知識累積的專業社群。研究發現:人才庫制度在提升制度合法性與可見度上確具效果,然而「跨庫借用」凸顯出場域差異與能力錯配風險,使調查實務可能偏於形式。建議:應從偏重證書與名冊的制度邏輯,轉向以實踐社群為核心的能力治理,透過跨場域案例回饋、同儕督導與反思機制,更實質地回應性別正義之目標。 |
| 英文摘要 | This article focuses on the 2023 amendments to the Gender Equity Education Act, the Act of Gender Equality in Employment, and the Sexual Harassment Prevention Act, and examines how the state has sought to professionalize gender-incident investigation through the establishment of a "professional investigator talent pool." Taking the 2017 MeToo movement and related domestic developments in 2023 as its background, the article argues that these legal revisions were framed by the policy goals of "effectively holding perpetrators accountable, providing victim-friendly protection, and building a trustworthy system," while also responding to the recommendations on gender-based violence prevention made in the fourth and fifth national CEDAW reports. Drawing on Abbott's theory of the system of professions, the article understands professionalization as a process of defining and competing over jurisdiction. It further employs Bourdieu's field theory to analyze differences in capital conversion and habitus across fields-for example, the educational field tends to adopt a counseling-oriented approach, whereas the labor field emphasizes contracts, rights, and obligations. In addition, the article uses DiMaggio and Powell's new institutionalism to explain inter-ministerial institutional isomorphism, such as the Ministry of Labor's imitation and transplantation of the Ministry of Education's model. Finally, through Wenger's concept of communities of practice, it argues that short-hour, one-off training programs are insufficient to cultivate a professional community characterized by sustained interaction, collective reflection, and cumulative knowledge production. The analysis shows that while the talent-pool system has indeed enhanced institutional legitimacy and visibility, the practice of "cross-pool borrowing" reveals risks of field mismatch and competency misalignment, which may render investigations overly formalistic. The article concludes that the current logic centered on certificates and registries should shift toward a capability-governance model grounded in communities of practice, supported by cross-field case feedback, peer supervision, and reflexive mechanisms, in order to respond more substantively to the goals of gender justice. |
本系統中英文摘要資訊取自各篇刊載內容。