| 摘要: | 人口結構急劇高齡化與少子化所帶來的衝擊，再加上50歲以上中高齡工作者的勞動參與率的低下，加劇了台灣勞動市場所面臨勞動力短缺與老化的挑戰，而留任中高齡員工，是企業與政府刻不容緩的重要議題。而本研究希望能找出可以鼓勵中高齡工作者繼續留任在組織中貢獻其經驗及價值的動機，使得勞動力短缺與老化的議題得以紓解，同時能帶動經濟與生產力之發展。
本研究以社會情緒選擇理論為基礎，以中高齡員工的年齡為自變項，並以未來時間觀作為中介變項，建立了調節式中介模型，探討中高齡員工目標導向的「學習目標導向」、「證明績效目標導向」、「迴避績效目標導向」如何改變未來時間觀與持續工作動機之間的關係，進而影響年齡對持續工作動機的間接效果。本研究以目前台灣在職工作者為對象，分為兩階段發放問卷，最終共有395份有效問卷，有效問卷回收率75%。研究結果發現，中高齡員工之年齡與持續工作動機呈正向相關，因此未來時間觀不支持中介作用的假設。其次，中高齡員工目標導向中的「高學習目標導向」具有加強未來時間觀與持續工作動機之間的正向關係的調節效果、而「高迴避績效表現目標導向」具有削弱未來時間觀與持續工作動機之間的正向關係的調節效果，然而目標導向不支持調節式中介效果的假設。
希望透過本研究所提出的管理意涵，能夠協助組織在人力資源管理實務上的應用，找到中高齡員工留任的動機，並且讓他們能夠適才適所，創造雙贏。
;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. |
