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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/80906

    Title: 中高齡員工年齡與工作動機之關聯性探討─以人力資源管理措施滿意度為調節變項
    Authors: 呂煥輝;Lu, Huan-Hui
    Contributors: 高階主管企管碩士班
    Keywords: 社會情緒選擇理論;資源保存理論;期望差距理論基礎;未來時間觀;持續工作動機;追求機會動機;人力資源管理措施滿意度;Socioemotional Selectivity Theory;Conservation of Resource;Discrepancy Theory;Future Time Perspective;Continue to Work;Focus on Opportunities and HRM Satisfaction
    Date: 2019-07-17
    Issue Date: 2019-09-03 15:15:00 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 隨著醫療科技的迅速發展,以及生育率下降,致使未來青壯年勞動力短缺,勞動人口漸趨老化,企業組織開始面臨勞動力不足的窘境,因此如何激勵優秀的中高齡員工繼續留任組織內持續貢獻其智慧與經驗成為現今重要的議題。
    本研究結果雖然與西方學者研究結果不盡相同,但期望透過最終之討論與建議作為未來有興趣研究相關議題的學者更深入探討之參考。;With the development of medical technology and the decline in fertility rate, the young and middle-aged labor and aging labor force are getting shortage in the future. How to encourage excellent middle-aged employees to continue to contribute to the organization have become an important issue.
    Based on Socioemotional Selectivity Theory, Conservation of Resource and Discrepancy Theory, this research used age as the independent variable, the motivation of continue to work and motivations of focus on opportunities as the dependent variable, to explore the correlation between these two variables. Furthermore, the satisfaction of HRM is set as the moderator, to study the moderating effect on age and work motivation, and aims to improve the employee′s work motivation by enhancing their job satisfaction, and help the organization to retain high-value middle-aged employees.
    This study conducted a sampling questionnaire survey of 63 private enterprises in various industries, including high-tech manufacturing, financial and insurance services, general manufacturing, non-financial services and other industries. The subjects are the employees at all level of ages, positions, seniority and department. A total of 527 questionnaires were released, and 395 valid questionnaires were returned. The study discovered that age growth does reduce the motivation of focus on opportunities, but it is not significantly related to the motivation of continue to work; and the satisfaction of HRM have moderating effect on the motivation of focus on opportunities.
    Although the results of this study are not the same as those of Western scholars, it is hoped that the final discussion and recommendations of this research will be used as a reference for future scholars interested in researching related topics.
    Appears in Collections:[高階主管企管(EMBA)碩士班] 博碩士論文

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