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|Authors: ||吳智超;Wu, Chih-Chao|
|Keywords: ||中高齡員工;middle-aged and aged workers|
|Issue Date: ||2019-09-03 15:13:50 (UTC+8)|
有持續工作的動機但不追求工作成長可能僅是需要而非想要，但目前大多數企業組織對於中高齡員工的期望，除了能持續穩定的在工作崗位上之外，也希望能延續組織的運作正常、技術的傳承。在本研究中加入明確性的人力管理計畫以「學習目標導向」為調節項來作為研究，進一步的發現在高度的學習目標導向下反而使得中高齡員工會降低持續工作意願，但是在追求工作成長動機卻是大大提升了追求動機。中高齡員工對於工作的需求感或是期待感是會因企業組織實施不同的人力措施計畫而有所改變，組織也更應當對於在不同崗位、不同任務的需求上對於中高齡員工有著適度的計畫，才可避免造成反效果，而達到組織與勞工雙贏的結果。;It is not easy for enterprises to train talents. At present, the aging population is a global trend. In addition to the impact of the reduction of the workforce, enterprises will also face the challenge on motivation of continue working, experience inheritance and the avoidance of the gap between labor force and technology. In recent years, research in Taiwan studied on how to improve and increase the working willingness and growth motivation of middle-aged and aged workers is an important issue in enterprise organization management. This study is aim to understand that how to continue the inheritance of enterprises and motivate middle-aged and aged workers to stay in the organization and contribute more work.
This study continues the research of Zhuang Weiheng (2015) and Feng Shuhui (2018). It mainly discuss the correlation between the self-variable of middle-aged and aged workers with age and the variable-dependent motivation of continuing work, job growth motivation and opportunity pursuit motivation, and uses the variable-dependent adjustment project of learning goal to analyze the effect of adjustment. A total of 527 questionnaires were sent out to collect data as a methodology for this study, and two-stage questionnaires were issued to avoid common method variation. A total of 413 final valid samples were received, with a valid questionnaire recovery rate of 75%. The hypothesis was validated by regression analysis.
The results show that the older the employees are, the more motivated they are to continue to work, rather than the weaker they are. However, in the pursuit of job growth, the older the motivation is, the less motivated they are. The results of the study on motivation for continuous work are quite different from those of the previous western scholars. It may be that the differences in cultural ideas and generational environments have changed the sense of economic need, which leads to the differences in the results of the study. However, compared with the motivation of pursuing job growth, the results show that the older the age, the weaker the motivation of pursuing job growth. This also proves that the older the age, the more positive the motivation for continuous work, but maybe this positive relationship is caused by passive and external factors, rather than expectation of work.
The motivation to work continuously but not to pursue job growth may only be need rather than desire, but at present most enterprise organizations expect the middle-aged and senior employees to continue their normal operation and technology inheritance in addition to being able to work steadily and steadily. In this study, explicit human resource management plan is added to the study, which takes "learning goal orientation" as a moderator. Further, it is found that high learning goal orientation makes middle-aged and aged workers reduce their willingness to work continuously, but their motivation to pursue job growth is greatly enhanced. The sense of demand or expectation of middle-aged and aged workers will be changed by the implementation of different manpower measures. Organizations should also have appropriate plans for the needs of middle-aged and aged workers in different positions and tasks, so as to avoid adverse effects and achieve win-win results between organizations and workers.
|Appears in Collections:||[高階主管企管（EMBA）碩士班] 博碩士論文|
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