近幾年台灣旅館業競爭愈趨激烈，管理者往往很難滿足客人的所有需求，而第一線員工往往是最接近顧客，能直接發現問題，並為客人解決問題。因此員工的建言及知識的傳遞成了旅館重要的資源。本研究目的旨在探討台灣國際觀光旅館主管採賦權領導透過員工之信任與工作自主性，增加員工之建言行與知識分享。本研究以台灣國際觀光旅館員工為研究對象發放紙本問卷，共計回收有效問卷327份，有效回收率為93%。統計分析方法採用敘述性統計、信度分析、相關分析、驗證性因素分析及結構方程模式進行資料分析。
研究結果驗證台灣五星級旅館中，賦權領導正向影響信任及工作自主性，信任在賦權領導與建言行為之間扮演的中介效果不成立，而賦權領導須透過工作自主性，才能正向影響知識分享。本研究並提供學術與實務上的建議以供參考。
In recent years, the competition in Taiwan's hotel industry is becoming increasingly fierce, managers are often difficult to satisfy all needs of customers, but front-line staff is often the closest to customers, can directly find the problems as well as assist customers. Thus, the staff's voice and knowledge sharing is one of hotel’s important resources. The purpose of this study is to explore the influences of empowering leadership of Taiwan’s hotel manager on the staff's voice behavior and knowledge sharing through the trust and job autonomy. In this study, 327 valid questionnaires were collected from Taiwan international hotel industry’s staff, and the effective response rate was 93%. Statistical analyses were analyzed by descriptive statistics, reliability analysis, correlation analysis, confirmatory factor analysis and structural equation model.
The results of the study confirmed that empowering leadership has significantly positive effects on trust and job autonomy. However, the mediating effect of trust showed no significance between empowering leadership and voice behavior. Job autonomy had mediating effect in empowering leadership and knowledge sharing. This study provided academic and practical implications.
