近年來企業面臨勞動力老齡化的情況，需要維持高齡員工在組織內部的就業能力與延長其退休年齡來減緩其影響，因此本研究以社會情緒選擇理論與資源保存理論了解高齡員工在工作上所面臨的轉變，並探討友善高齡人力資源措施與轉換型領導相互影響之下，是否能夠促進高齡員工在工作與環境上的適配性與角色理論的結合，降低高齡員工對工作上的倦怠感並進一步提升內部就業力。本研究以台灣304位高齡員工作為研究樣本，透過問卷法發現，工作重塑在友善高齡人力資源措施與兩個依變數內部就業力及期望退休年齡間具有中介作用；以及在高轉換型領導之下，能增強友善高齡人力資源措施與工作重塑之間的正向關係，使高齡員工更主動進行工作重塑並延長其退休年齡。本研究在管理意涵提出有助於企業實施之人力資源管理措施，並建議企業採取轉換型領導相關的訓練課程，能夠持續改善高齡員工在組織中的環境為公司帶來更長遠的價值。;In recent years, enterprises are facing the situation of the aging of the labor force, and it is necessary to maintain the employability of aging employees in the organization and prolong their retirement age to mitigate its impact. Therefore, this study uses socioemotional selectivity theory and conservation of resources theory to understand the problems faced by aging employees at work. Under the interaction of age-friendly human resource practices and transformational leadership, whether it can promote the adaptability of aging employees in work, the environment, and the combination of role theory, so as to reduce the burnout of aging at work and further improve internal employability. This study uses 304 elderly employees in Taiwan as a research sample. Through the questionnaire method, it is found that job crafting has a mediating effect between the age-friendly HR measures and the internal employability and expected retirement age of two dependent variables; Transformational leadership can enhance the positive relationship between age-friendly human resource measures and job crafting, so that aging employees are more active in job crafting and extend their retirement age. In terms of management implications, this study proposes human resource management measures that are helpful for companies to implement and suggests that companies take transformational leadership-related training courses, which can continuously improve the environment of aging employees in the organization and bring longer-term value to the company.
