本研究目的在探討從事觀光產業之身心障礙者的工作角色定位，工作角色定位由「工作態度」與「工作能力」兩構面來衡量。本研究採用便利抽樣，針對臺灣地區有雇用身心障礙員工從事之休閒觀光產業進行管理者及同事之問卷調查。本研究總計發放400份問卷，回收有效問卷284份。研究以Pearson相關分析、T檢定與單因子變異數分析(One-Way ANOVA)等方法進行檢驗。本研究發現管理者及同事對身心障礙者的工作角色定位看法愈正向時，其對身心障礙者的工作滿意度愈高，以及「經驗」、「年齡」、「就業年資」及「教育程度」對「工作角色定位」存在顯著差異。因此建議在對身心障礙者安排職訓或工作時，給予適合及具挑戰性的任務或工作，並讓有接觸過身心障礙者且較資深之主管或員工來帶領，較易使身心障礙員工發揮其工作角色並融入該組織。

The purpose of the study was to investigate the job definition for people with disabilities in tourism industries. Questionnaires of job attitude, job competency, and job satisfaction were used as research instruments. Participants included managers and colleagues who worked with disabled employees in tourism industries. Four hundred questionnaires were sent and 284 were returned. All the data were analyzed by Statistical Packages for Social Science (SPSS). The researcher used Pearson Correlation, t-test, and one-way-ANOVA to analyze. The results were as follows. The results indicated that the perspectives in job definition of managers and colleagues were correlated with their job satisfaction toward employees with disabilities. Experience, age, employment seniority, and education level are significant different to the job definition. Furthermore, it is recommended that employees with disabilities should be assigned to a more chanllenged, difficult, and high structured tasks while working with experienced managers or colleagues. By doing so, employees with disabilities are more likely to be accepted in the working environment.