隨著醫療科技的進步，與生活品質的進步和提升，全球人類平均壽命不斷延長，在職場上的高齡員工也日趨多見。人口高齡化的發展影響勞動市場中就業者的年齡結構，亦即勞動年齡人口中，中高齡工作者的比例會日益提升，勞動力趨於高齡化，如此，這些員工的工作動機是我們需要更加重視的，那麼影響這些員工的工作動機為何？本研究主要探討了高齡員工的未來時間觀，未來時間觀不同於實際年齡，是內在的心理年齡，未來時間觀的議題已與持續工作動機的關係，同時將實際年齡與健康一起做比較，特別將成功老化策略選擇最適化補償策略作為本研究的調節變項，探討對未來時間觀、健康、年齡與持續工作關係的調節效果。 本研究採用問卷調查的方式，以實施便利抽樣針對各產業的在職人士發放問卷，由研究者親手轉交、紙本郵寄之方式給予臺灣93間企業人力資源部的窗口，採二次問卷發放的方式進行，最後有效樣本數為542份，迴歸的研究結果顯示未來時間觀會正向影響持續工作動機，選擇最適化補償策略在健康與持續工作動機間存在正向的調節效果，而健康會顯著影響持續工作動機的只有在高度使用SOC的群組才會發生。 ;In the near future, workforces will increasingly consist of older workers. At the same time, research has demonstrated that motivation to continue working decrease with age and future time perspective. We try to find out the relationship between future time perspective and the motivation to continue working in Taiwan. Although this finding is consistent with life span theories, such as the selection optimization and compensation (SOC) model, we know relatively little about the process variables that bring about this change in work motivation. We also use the SOC model as the moderate variable to find out the moderation in the relationship of future time perspective and the motivation to continue working in this study. Our samples were drawn on different industries from 93 enterprises in Taiwan. Our findings are listed as follows. (1) Future time perspective has a positive relationship with the motivation to continue working. Furthermore, when we use SOC model as the moderate variable, our study shows that (2) SOC model has a positive moderate on health and the motivation to continue working.
