中高齡職涯未來時間觀對持續工作動機及期望退休年齡之影響—探討轉換型領導的調節作用

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題名:	中高齡職涯未來時間觀對持續工作動機及期望退休年齡之影響—探討轉換型領導的調節作用
作者:	陳忠正;Chen, Chung-Cheng
貢獻者:	高階主管企管碩士班
關鍵詞:	中高齡員工;持續工作動機;轉換型領導;期望退休年齡;middle-aged and senior-age employment workers;continuous work motivation;transitional leadership;expected retirement age
日期:	2021-06-18
上傳時間:	2021-12-07 12:32:58 (UTC+8)
出版者:	國立中央大學
摘要:	本研究的目的最主要是在探討中高齡就業工作者，其職涯時間觀與持續工作動機、期望退休年齡間之關聯性和再以轉換型領導調節之間的相關聯性。本文研究者為何會對此題目做研究呢?因為研究者的本身已是中高齡工作者，所以對這個研究題目更加有興趣，加上2018年前幾年正是政府在推動中高齡者及高齡者就業促進法的立法，在那階段全台各種報章雜誌都在討論此項議題，中高齡者及高齡者就業促進法的立法精神與立法的必要性，由於中高齡工作者有諸多問題，本研究就諸多問題中挑選職涯時間觀與持續工作動機、期望退休年齡間之關聯性和再以轉換型領導調節之間的相關聯性，由本研究得知結果是職涯未來時間與持續工作動機與期望退休年齡是呈正向關係；但是以轉換型領導去做中介調節作用，只有對持續工作動機有有成呈正向關係，至於期望退休年齡則是不影響。然而現階段中高齡工作者就業已成為企業最主要勞動力之一，然而各國政府也推出各種不同的方式，激勵中高齡工作者可以繼續工作或是延後退休。西方研究學者在研究中發現，中高齡工作者員工會因年齡增長，而繼續工作意願也越來越低；工作的價值觀念從「工具性價值」漸次移轉為「目標性價值」；知識獲得目標轉變為情緒調節目標。可是由台灣莊瑋亨(2015)的研究結果發現，台灣樣本對於中高年齡與持續工作動機間的關係呈正向相關，違背以前西方的研究結果。本研究主要探討二個主要面向1.勞動者職涯未來時間觀跟期望退休年齡在轉換型領導中介之下，職涯未來時間關跟期望退休年齡是否呈正相關2.職涯未來時間觀與持續工作動機在轉換型領導中介之下，職涯未來時間觀與持續工作動機是否呈正相關。研究方法係以「職涯未來時間觀」為「自變項」，二項不同的因素為動機，為「依變項」進行研究。;The main purpose of this research is to explore the relationship between middle-aged and senior-age employment workers, their career time perspectives, continuous work motivation, expected retirement age, and the relationship between transitional leadership adjustment. Why did the researcher in this article do research on this topic? Because the researcher is already a middle-aged and senior worker, he is more interested in this research topic. In addition, in the first few years of 2018, the government is promoting middle-aged and senior-aged workers. Legislation of the Employment Promotion Law At that stage, various newspapers and magazines in Taiwan were discussing this topic. The spirit of legislation and the necessity of legislation for the Employment Promotion Law for the Middle-aged and Senior Citizens. As middle-aged and senior-age workers have many problems, this research selects positions among many issues. The relationship between long-term perspective and continuous work motivation, expected retirement age, and the relevance of transitional leadership adjustment. The result of this research is that the future time of career and continuous work motivation and expected retirement age are positive. Relationship; but the role of transitional leadership as an intermediary can only be positively related to continuous work motivation. As for the expected retirement age, it does not affect it. However, at this stage, the employment of middle-aged and senior workers has become one of the most important labor force of enterprises. However, governments of various countries have also introduced various methods to encourage middle-aged and senior workers to continue working or postpone their retirement. Western research scholars have found in their research that as employees of middle- and senior-aged workers grow older, their willingness to continue to work is getting lower and lower; the value of work gradually shifts from "instrumental value" to "target value" knowledge acquisition The goal is transformed into an emotion regulation goal. However, the research results of Taiwan Zhuang Weiheng (2015) found that the Taiwan sample has a positive correlation between the middle to high age and the motivation to continue working, which is contrary to the results of previous Western research. This research mainly discusses two main aspects: 1. The future time perspective and expected retirement age of workers under the transitional leadership intermediary, whether the future time of career is positively correlated with the expected retirement age 2. The future time perspective and continuity of career Under the intermediary of transitional leadership, whether job motivation is positively correlated with the outlook on the future time of career and continuous working motivation. The research method is based on the "professional time outlook" as the "independent variable", two different factors as the motivation, and the "dependent variable" for research.
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