全球航空產業在近年深受新型冠狀病毒(COVID-19)影響後，人力短缺是主要也持續存在的議題之一，台灣航空業正值重要發展時刻，包含觀光旅運需求爆發、桃園國際機場第三航廈即將啟用，以及「桃園航空城計畫」的持續積極推動，留住人才一直都是各航空公司的重要課題。
因此，本研究旨在探討真誠領導和組織公平對航空業從業人員敬業精神和留任意願的影響，以航空業員工為研究對象發放電子問卷，蒐集研究資料並進行描述性統計分析、信度分析、相關分析，以及階層迴歸分析等，檢視各研究變項之間的關係。研究結果顯示真誠領導與組織公平有正向關係；組織公平與員工敬業精神有正向關係；以及組織公平與留任意願有正向關係。針對研究結果，本研究提出管理意涵與未來研究之建議，期以作為航空產業人力資源管理實務之參考。

In the aftermath of the COVID-19 pandemic, labor shortage has been a pressing issue for the global aviation industry. Retaining employee has thus become a persistent challenge for the airline corporates. To delve into the issue, this study aims to examine the effects of authentic leadership and organizational justice on employee engagement and retention intention.

A total of 286 valid responses from the incumbent employees in the aviation industry was collected through online survey. It is found that authentic leadership is positively related to organizational justice. In addition, organizational justice is positively related to employee engagement as well as retention intention. Drawn on the findings, managerial implications and suggestions for future research are thus discussed.

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Bernthal, P. (2004). Measuring employee engagement. Retrieved May 4, 2005, from www.ddiworld.com/pdf/ddi_MeasuringEmployeeEngagement_wp.pdf