| 摘要: | 台灣人口從高齡化進入超高齡社會的現象約僅近30年的時間，從目前的死亡率大於出生率、少子化、高齡老化人口結構性的改變，人口結構影響著國家的脈動、社會經濟的活絡、企業永續的經營，如何面對人口不足、人口老化、勞動產能…等等面向減少的問題，如何讓高齡者可以持續於職場中是本次研究的主要方向。
本次以高齡員工年齡為自變項，職涯未來時間觀、追求機會動機為依變項研究之間關係，透過轉換型領導之調節對高齡員工是否能够減緩職涯未來時間觀、追求機會動機的反向效果，使高齡員工能延續職涯的時間，期許有助於企業之永續發展。
此次的研究對象以臺灣企業50歲以上高齡員工進行問卷調查，回收計有329份之有效問卷，任職於現在企業之年資以20-29年的40.1%居冠，年資在10-19年的佔比26.1%居次，高齡員工在問卷調查中之總工作年資以30-39年區間之49.5%比例最高，其次為20-29年之40.4%佔比，顯見目前高齡員工的穩定性高。
在本次研究中的自變項-高齡員工年齡與依變項-職涯未來時間觀時其呈現負向關係，亦即當高齡員工年齡愈大願意於職涯付出的時間將愈少，當自變項不變、依變項為追求機會動機時亦呈負向關係，即高齡員工的體能、反應能力等會隨年齡的增加而減緩，顯然超高齡社會已在燃眉之急如何妥善安排高齡員工職涯是需要多面向的思維及規劃，本次僅以領導面向進行研究提供企業參考，尚有不及不足面向也留待日後學者持續探究與延伸，期許完善高齡員工於職涯中所產生的問題。;It has only been nearly 30 years that Taiwan′s population has entered a super-aged society from an aging population. From the current mortality rate greater than the birth rate, low birthrate, and structural changes in the aging population, the population structure affects the country′s pulse and social and economic activity. The sustainable operation of enterprises, how to face the problems of population shortage, aging population, labor productivity, etc., and how to allow the elderly to continue in the workplace are the main directions of this research.
Taking the age of the aging employees as the independent variable, and the relationship between the future time view of the career and the pursuit of opportunity motivation as the dependent variables, through the adjustment of transformational leadership, whether the aging employees can slow down the future time view of the career and pursue the opportunity motivation The reverse effect will enable aging employees to continue their careers, which is expected to contribute to the sustainable development of the enterprise.
This research is a questionnaire survey of aging employees over the age of 50 in Taiwan companies, and 329 valid questionnaires were recovered. The seniority in the current company is 20-29 years. The proportion of aging employees in the questionnaire survey is the highest at 49.5% in the 30-39 years range, followed by 40.4% in the 20-29 years, which shows that the current aging employees have high stability.
In this study, the independent variable-age of aging employees and the dependent variable-career future time view have a negative relationship, that is the older the aging employees are, the less time they are willing to devote to their careers, and when the independent variable remains the same, and the dependent variable is the pursuit of opportunity motivation, it also has a negative relationship, that is the physical fitness and reaction ability of elderly employees will slow down with the increase of age. Obviously the super-aged society is in urgent need. Career requires multi-faceted thinking and planning. This time we only provide corporate reference for the research conducted by leaders. There are still insufficient aspects to be explored and extended by scholars in the future, hoping to improve the problems caused by aging employees in their careers. |
