在COVID-19新冠肺炎疫情下，各企業開始實施遠距工作，而帶來了新的管理議題，本研究將試圖探討，在遠距工作下，主管採取不同的家長式領導風格管理，員工對主管的信任程度，可能影響員工知識分享的意願。以家長式領導風格中三個構念：仁慈、德行及威權領導為前置變項；以知識分享意願為結果變項，並以主管信任作為中介變項。
本研究採用問卷調查法，針對在疫情之中，調查曾實施遠距工作的臺灣及外商企業，以一般員工及中階主管做為填答研究對象，總計回收141份，使用SPSS 23統計軟體進行資料的分析。其研究結果顯示：（1）遠距工作下主管信任在仁慈、德行領導與知識分享意願間具有正向影響；在遠距工作下主管若能採取仁慈或德行領導風格，能夠獲得員工的信任，進而提升知識分享意願。然而，（2）遠距工作下主管信任在威權領導及知識分享意願三者之間並無顯著的中介效果。本研究對於企業提出以下建議：企業應關注遠距工作所帶來的新管理議題，面對未來市場的變化，主管應採取以人為本的領導風格，須主動與員工建立信任文化，並且鼓勵分享及學習文化，厚植企業面對市場時的反應能力。

Facing a tough time under the COVID-19 pandemic, enterprises begin to take remote work. This study tried to utilize paternalistic leadership (PL) as an antecedent, knowledge-sharing intention as consequence, via the degree of trust between employees and supervisors. PL is divided into three types: benevolence, moral and authoritarian leadership.
This study adopted questionnaire survey method to investigate Taiwanese and foreign enterprises which had implemented remote work. The respondents are general staff and managers. A total of 141 valid data were analyzed by SPSS 23 statistical software, the results of this study are as follows. (1)Supervisor trust has a positive impact on benevolence, virtuous leadership, and knowledge-sharing intention in remote work; if supervisors adopt benevolent or virtuous leadership styles in remote work, they can gain employee trust, thereby enhancing knowledge-sharing intention. However, (2)Supervisor trust has no significant mediating effect between authoritarian leadership and knowledge-sharing intention in remote work. This research puts forward the following suggestions for enterprises: Enterprises should pay attention to the new management issues brought about by remote work, in the face of future market changes, supervisors should adopt a people-oriented leadership style, actively establish a culture of trust with employees, and encourage sharing and learning culture, and the ability of the company to respond to the market.

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