企業受到人口老化與少子化現象的衝擊，老齡化問題確實對管理實踐產生新的挑戰，組織將需要實施具創造性的做法來吸引、激勵和保留年齡多樣性勞動力，確定使職場更具吸引力的因素；由於員工是組織的真正製造者，如果他們表現出對組織的承諾和對工作的投入，那麼證明組織的管理做法確實有效吸引、激勵和保留員工，以期破除就業上的歧視，給予員工支持，以打造年齡友善的職場。本研究以我國的在職人員為研究對象，進行問卷調查作業，回收有效樣本311份，進行實證分析。 研究結果發現： 1.年齡包容型人力資源管理措施對情感性承諾有正向顯著影響。 2.家庭支持型主管行為對情感性承諾有正向顯著影響。 3.家庭支持型主管行為會正向調節年齡包容型人力資源管理措施與情感性承諾之關係。 4.年齡包容型人力資源管理措施對工作投入有正向顯著影響。 5.家庭支持型主管行為對工作投入有正向顯著影響。 6.家庭支持型主管行為會正向調節年齡包容型人力資源管理措施與工作投入之關係。;Aging population and low fertility have brought great challenges to businesses. Aging does create new challenges to management practices. Organizations will need to implement creative ways to attract, motivate, and to maintain age-diverse workforce, and to make the overall workplace more attractive. However, employees are the true creators of the organization. If they demonstrate commitment to the organization and involvement to work with a view to dismantling employment discrimination and giving staff support, it proves that the organization′s management practices can attract, motivate and retain employees and create an age-friendly workplace. This research takes the employed people in Taiwan as the research object, conducts the questionnaire assignments, and uses 311 effective samples for empirical analysis. The results found as below: 1. Age-inclusive HR practices had a positive and significant effect on affective commitment. 2. Family supportive supervisor behaviors had a positive and significant effect on affective commitment. 3. Family supportive supervisor behaviors had moderating effects on the relationship between age-inclusive HR practices and affective commitment. 4. Age-inclusive HR practices had a positive and significant effect on job involvement 5. Family supportive supervisor behaviors had a positive and significant effect on job involvement. 6. Family supportive supervisor behaviors had moderating effects on the relationship between Age-inclusive HR practices and job involvement.
