勞動力市場平均年齡逐年上升，隨著員工在面臨老化歷程中生理、心理和社會適應性的改變，於企業內的人力資源管理措施中也需有相對的調整。本研究根據生涯發展理論中的「選擇、最適化與補償模式」（SOC）策略探討其對員工工作動機的影響，並檢視認知與年齡有關人力資源管理措施是否具有調節效果。 本研究採以問卷調查，樣本來自80間企業，有效問卷數共542份，產業分布於金融服務業、非金融服務業、高科技製造業、一般製造業及其他產業。研究結果顯示員工使用SOC策略與追求機會動機、工作成長動機和持續工作動機呈現正向的關係。建議企業可透過訓練及調整工作條件協助員工增強使用SOC策略，以提升其工作動機。 雖認知與年齡有關人力資源管理措施在本研究中不具調節效果，但與SOC策略呈現顯著的正相關（.16**），建議可在未來相關議題的研究中改以自變項探討，以更深入了解認知與年齡有關人力資源管理措施在實務中提升員工工作動機的效益與意涵。;The average age of labor market is increasing year by year, HR management practices must evolve in accordance with the employees’ physical, psychological and social functional changes related to aging. In this study, we applies life span theories, such as the selection, optimization and compensation model (SOC) strategies to analyze significant impacts on work motivation, and explored the possibility of moderation effect on perceived age-related HR management practices. In this study, samples were drawn on a cross-industry of 80 enterprises, a total number of 542 valid questionnaires. Findings are: (1) SOC strategies have a positive relationship with work motivations (e.g. focus on opportunities, growth work motives and continue working). (2) Though perceived age-related HR management practices have no moderating effect in this study, but present positive correlation with SOC strategies.
