本研究旨在探討臺灣五星級旅館業面臨的缺工現象及其解決方案。隨著全球主要經濟體普遍面臨人才短缺問題，臺灣的情況尤為嚴重。根據臺灣勞動部的數據，臺灣的年輕人、二度就業婦女及中高齡人口的勞動參與率均低於經濟合作暨發展組織(經濟合作暨發展組織 (Organization for Economic Cooperation and Development，簡稱OECD)平均水平，其中55至64歲人口的勞動參與率僅為50%，顯著低於OECD國家的平均值。本研究採用質性研究方法，通過深度訪談臺灣五星級旅館的經理人、員工及人工智慧技術供應商，收集並分析相關資料。研究結果顯示，旅館業缺工的主要原因包括疫情後的就業意識改變、薪資低、企業文化、較勞動的工作不受偏愛、等。新興行業對就業人才的影響，特別是對工作與生活平衡的需求日益增強，這也成為影響旅館業人力資源穩定的重要因素。
本研究運用了供需理論。供需理論是現代經濟學的核心概念之一，用來解釋勞動市場中供給與需求的互動。在旅館業中，勞動力的供需平衡直接影響薪資水平和招聘難度。當市場供應不足且需求增加時，企業需提高薪資和福利以吸引員工，反之亦然。本研究發現，臺灣五星級旅館業的缺工問題正是由於勞動力供應不足與需求旺盛之間的失衡所導致。此外，本研究還基於社會交換理論與公平理論來分析員工的留任意願。研究結果顯示，當員工感受到組織提供的回報足以滿足他們的付出時，他們的留任意願會顯著提高。本研究的資料收集方法主要採用深度訪談，這種方法有助於深入了解受訪者的真實感受和看法。透過與臺灣五星級旅館的經理人、員工及人工智慧技術供應商進行深入訪談，收集到了實戰的資料，為研究提供了寶貴的支持。總結來說，本研究的結果期望為旅館業提供有價值的參考，以促進旅館業的可持續發展，提升員工的留任或人才就業的意願，進而舒緩缺工問題。

This study aims to explore the labor shortage in Taiwan's five-star hotel industry and potential solutions. As major global economies face widespread talent shortages, Taiwan's situation is particularly severe. According to data from Taiwan's Ministry of Labor, the labor participation rates of Taiwan's youth, re-employed women, and middle-aged and elderly populations are all below the Organization for Economic Cooperation and Development (OECD) average. Specifically, the labor participation rate for those aged 55 to 64 is only 50%, significantly lower than the OECD average. This study adopts qualitative research methods, gathering and analyzing data through in-depth interviews with managers, employees, and AI technology providers in Taiwan's five-star hotels. The findings indicate that the primary reasons for the labor shortage in the hotel industry include post-pandemic changes in employment perceptions, low wages, corporate culture, and the growing preference for less demanding jobs. Emerging industries also have an increasing impact on talent attraction, particularly as the demand for work-life balance intensifies, which has become a significant factor affecting the stability of human resources in the hotel industry.
This study applies the Supply and Demand Theory, a core concept in modern economics, to explain the dynamics of the labor market. In the hotel industry, the balance between labor supply and demand directly influences wage levels and recruitment difficulties. When the supply is insufficient and demand increases, companies must raise wages and benefits to attract employees, and vice versa. The study finds that the labor shortage in Taiwan's five-star hotel industry is due to an imbalance between insufficient labor supply and strong demand.
Furthermore, this study utilizes the Social Exchange Theory and the Equity Theory to analyze employees' retention willingness. The results show that when employees perceive that the rewards provided by the organization are sufficient to meet their contributions, their willingness to stay significantly increases. The data collection method primarily involved in-depth interviews, which helped gain a profound understanding of the respondents' real experiences and perspectives. Through in-depth interviews with managers, employees, and AI technology providers in Taiwan's five-star hotels, practical insights were gathered, providing valuable support for the research.
In conclusion, the findings of this study are expected to offer valuable references for the hotel industry, aiming to promote sustainable development, enhance employee retention and recruitment efforts, and ultimately alleviate the labor shortage problem.

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