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|Title: ||中高齡員工年齡、未來時間觀與工作動機之關聯性研究— 目標導向的調節式中介效果之檢驗;A study of Relationships Among age, future time perspective, and motivation to continue working for aging employees: An examination of Goal Orientation Moderated Mediation Model|
|Authors: ||徐秉心;Hsu, Bing-Hsin|
|Keywords: ||社會情緒選擇理論;未來時間觀;目標導向;持續工作動機;Socioemotional Selectivity Theory (SST);Future time perspective (FTP);Goal orientation;Motivation to continue working|
|Issue Date: ||2019-09-03 12:10:28 (UTC+8)|
;It has aggravated the challenges of labor shortage and aging workforce in Taiwan′s labor market that the impact of the rapidly aging population structure and low fertility rate, coupled with the low labor participation rate of the aged workers over 50 years old. The purpose of this study is to find out the motivation to encourage aging workers to continue to contribute their experience and value to the organization, so as to alleviate the issues of labor shortage and aging and promote the development of economy and productivity.
It is a crucial issue for enterprises and government to retain the aging employees. The purpose of this study is to find out the motivation to enable aged workers to continue contributing their experience and value to the organization, so as to alleviate the issues of labor shortage and aging workforce, meanwhile to spur the growth of economy and productivity.
Based on the Socioemotional Selectivity Theory, this study using age as an independent variable, and future time perspective as a mediate variable, furthermore, to establish a moderation mediated model. This model may examine how the goal orientation for aging workers would affect the relationships between future time perspective and motivation to continue working, and thus further influence the indirect relationship between the age and motivation to continue working. The goal orientation including the 3 dimensions of "learning goal orientation", "prove performance goal orientation" and " avoid performance goal orientation".
This study used the data sets from Taiwan, and questionnaires were distributed in two stages. There were 395 valid questionnaires, and the effective questionnaire recovery ratio was 75%. The research results show there is a positive relationship between the age and the motivation to continue working, which did not support the hypothesis of mediating effect. Besides, the aged employees with more Learning goal orientation, the positive relationship between Future time perspective and the motivation to continue working would be stronger, meanwhile, the aged employees with more avoid performance goal orientation, the positive relationship between Future time perspective and the motivation to continue working would be weaker, nevertheless, goal orientation did not support the hypothesizes of moderation mediated mode.
Hopefully, through the management implications proposed in this study, may provide the organization with the practical HRM application to find out the motivation and retain the aged employees. Only putting them in the right place, we may create a win-win situation.
|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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