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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67985

    Title: 員工未來時間觀與工作動機之關聯探討-以認知與年齡有關人力資源管理措施為調節變項
    Authors: 陳侑廷;Chen,Yu-ting
    Contributors: 人力資源管理研究所在職專班
    Keywords: 未來時間觀;持續工作動機;工作成長動機;追求機會動機;人力資源管理措施;Future time perspective;continue to work;work growth;focus on opportunities;HR practices
    Date: 2015-07-15
    Issue Date: 2015-09-23 10:11:17 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 本研究將年齡轉變為未來時間觀之概念,並將自變項設定為未來時間觀,討論自變項與依變項工作動機進行研究,其中工作動機進一步區分為持續工作動機、工作成長動機與追求機會動機三者進行探討,探究自變項與依變項的關聯,假設未來時間觀的縮短會降低工作動機;並進一步把與年齡有關人力資源管理措施設定為調節變項,冀望證明其調節效果,將會降低未來時間觀對於三個工作動機間的影響,讓員工透過於年齡有關人力資源管理措施得以延續工作動機。
    ;The Study aims to explore the future time perspective as the independent variable and work motivation as the dependent variable based on the concept that age is transformed to the future time perspective. Work motivation can be further divided to continuing to work, work growth and focus on opportunities and the correlation between the dependent variable and independent variable is studied on this basis. Assuming that the short future time perspective leads to lower work motivation and the age-related HR practices are set as the moderator with an aim to prove its moderating effect, the influence of the future time perspective on the three work motives will be reduced. As a result, employees can continue to work after the age-related HR practices are applied.
    The survey was conducted on 94 companies, including in the financial service industry, non-financial industry, high-tech industry, manufacturing industry and 5 other industries. The subjects were the employees at all level of ages, positions and seniority. A total of 1,037 questionnaires were released and 524 questionnaires were retrieved. It is found in the Study that short future time perspective actually leads to lower motivation to continuing to work, work growth and focus on opportunities and the age-related HR practice has moderating effect on the focus on opportunities. Further conclusion and discussion are proposed based on the above results in order to propose academic and practical suggestion about the influence of aging labor force on human resources.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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