國際線空服員與各國旅客接觸時間較長，其工作投入程度對顧客滿意度有深切關係。有關教育訓練包括一般教育訓練與世界市民教育訓練，一般教育訓練對於員工的工作、知識、技術、技巧與行為之訓練，對其成果給予獎金之「外部獎勵」，可提高「外部獎勵效果」。而「世界市民教育訓練」發自內心自願之工作投入成效最高，屬於「內心激勵效果」，可提高外部獎勵之工作成果，故本研究以教育訓練為干擾變數，檢測國際線空服員領導風格與工作投入之關係。本研究結果顯示，教育訓練除了可增強員工工作能力，但員工關係不再只是建立於獎懲制度，對待員工未來發展的態度也以「關懷」替代「苛責」。針對員工訓練成果給予獎金獎勵之外部激勵效果對於領導風格與工作投入的相關實證研究較多，而對於世界市民教育訓練，啟發員工內心自願的工作成效之「內心激勵」效果的相關實證研究較少，而且很重要，是本研究的動機也是本研究的貢獻。

cFlight attendants of international flights spend more time with passengers of different countries and their job involvement significantly influences passeengers’ satisfaction. On job training includes general job training and global citizenship education. In general job training, outcomes of employees’ work knowledge, techniques, skills and behavior are based on “external rewards” of bonus which can reinforce “extrinsic motivation effect”. In global citizenship education, the highest effectiveness of job involvement of intention refers to “intrinsic motivation effect” and it can reinforce outcome of extrinsic motivation. Based on findings of this study, general job training can enhance employees’ work capacity. Besides, employee relationship is not simply based on reward and punishment. Attitude toward employees’ career changes from “blame” to “care”. There are more empirical studies on effect of extrinsic motivation effect of bonus to employee training result on leadership style and job involvement. Few studies focus on “intrinsic motivation” of work effectiveness by intention in global citizenship education, which is critical. It is the motive and contribution of thid study.