中高齡員工工作投入之研究―探討知覺適用中高齡員工人力資源管理措施調節式中介作用

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呂美娟(Mei-Chuan Lu) 查詢紙本館藏

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論文名稱

中高齡員工工作投入之研究―探討知覺適用中高齡員工人力資源管理措施調節式中介作用

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摘要(中)

少子化、老齡化的人口結構已是全球趨勢，台灣老化速度更是加劇，有鑑於已開發國家在人口老化對國家產業等各方面的衝擊，若能妥善運用中高齡員工的優勢，將有助於提升人力資本及經驗智慧傳承，進而提升組織整體產出，故未來中高齡員工的人力資源管理將成為組織經營管理之重要議題之一。
為了探尋員工認知適當的中高齡員工管理措施管理方案的影響，本研究奠基在社會情緒選擇理論及資源保存理論的觀點，從個體認知未來時間觀對追求機會動機的影響，進而對員工工作投入產生的間接效果；因此本研究以中介與調節模型探討未來時間觀與中高齡工作投入之關聯。從回歸分析結果顯示，第一、未來時間觀與工作投入呈現正向關係，且認知追求機會動機在未來時間觀與工作投入之影響具有中介效果。第二、適用中高齡員工人力資源管理措施在未來時間觀與認知追求機會動機之間具有調節效果。當員工知覺針對適用中高齡員工之人力資源管理措施方案愈強時，其未來時間觀與追求機會動機之間的正向關係將會被削弱。第三、知覺中高齡員工人力資源之管理措施會調節未來時間觀，並透過對認知追求機會動機影響工作投入的間接效果。當中高齡員工高度知覺組織實施適合中高齡人力資源之管理措施方案時，他們的未來時間觀會透過認知追究機會動機而影響工作投入所產生的正向的關係的幅度比較弱。最後，希望透過本研究所提出的管理意涵與未來研究建議，能有助於組織在人力資源潛能開發到最大，達到整體最大效益。

摘要(英)

The global trend in societies towards population structures comprised of a low fertility rate and an overall aging society has accelerated, with the increased aging speed in Taiwan also becoming an issue. Given that it is helpful to a society in improving human capital and in retaining the valuable experience of intelligent employees, thereby improving the overall output and functionality of a nation, the impact of the aging of the population on developed countries industries and other aspects of social life will be significant. Because of these changes, the human resource management of the elderly is set to become one of the most important management topics in the organization of a countries affairs in the future

In order to explore the impact HR practices on the employees′ cognition, this research has been based on socioemotional selectivity theory and conservation of resources theory. The research presented is from the perspective of individual cognition of the future time perspective, and its influence as a focus on opportunities, and how this indirectly effects on the employee engagement. Therefore, this research used a future time perspective as an independent variable, coupled with the perception of the focus on opportunities, to create a moderation mediated model to better understand middle aged employee engagement. The results of this regression analysis show that the future time perspective has a positive relationship with the employee engagement, and the perception of focus on opportunities has a mediating effect on the influence of the future time perspective and the employee engagement. Moreover, the research also indicates that the application of HR practices for middle-aged and elderly employees will have a moderating effect between the future time perspective and the conception of focus on opportunities. Consequently, the positive relationship between the future time perspective and the focus on opportunities will be weakened when the employee perception of HR practices is stronger. Alongside this, the conceptions of HR practices of senior employees will adjust the future time perspective, as well as the indirect effect on the employee engagement through the focus on opportunities. When aging employees are highly aware of management’s measures that are suitable for middle age human resources, their future time perspective will be weaker through the focus on opportunities and the positive relationship that affects the employee engagement. Lastly, it is hoped that through management implications and future research proposals proposed in this study, organizations will be better served to maximize the greatest possible outcomes of human resource potential and achieve maximum overall benefits.

關鍵字(中)

★ 社會情緒選擇理論
★ 資源保存理論
★ 未來時間觀
★ 人力資源管理措施
★ 追求機會動機
★ 工作投入

關鍵字(英)

★ socioemotional selectivity theory
★ conservation of resources theory
★ future time perspective
★ focus on opportunities
★ HR practices
★ employee engagement

論文目次

中文摘要 I
Abstract V
誌謝 VI
目錄 VII
圖目錄 IX
表目錄 X
第一章緒論 1
第二章文獻探討 5
2-1 未來時間觀(Future Time Perspective) 5
2-2 社會情緒選擇理論 6
2-3 追求機會動機 7
2-4 員工工作投入 8
2-5 資源保存理論 9
2-6 適用中高齡員工人力資源管理措施的方案 10
2-7 研究假設 13
2-7-1 個體追求機會動機的中介效果 14
2-7-2 適用中高齡員工人力資源管理措施的調節效果 15
2-7-3 適用中高齡員工人力資源管理措施的調節式中介效果 16
第三章研究方法 17
3-1 研究架構 17
3-2 研究對象與資料蒐集 17
3-3 研究變項之操作性定義說明與測量方法 18
3-3-1 未來時間觀 19
3-3-2 追求機會動機 19
3-3-3 工作投入 19
3-3-4 適用中高齡員工人力資源管理措施 20
3-3-5 控制變項 20
3-4 資料分析方法 21
3-4-1 敘述性統計分析 21
3-4-2 信度分析 21
3-4-3 相關分析 22
3-4-4 調節式中介模型假設檢定 22
第四章研究結果 23
4-1 資料來源與樣本特性 23
4-2 信度分析 25
4-3 相關分析 26
4-4 假設檢定 26
4-4-1 中介效果檢驗 26
4-4-2 調節效果檢驗 27
4-4-3 調節式中介效果的檢驗 29
第五章研究結論與建議 32
5-1 研究結論 32
5-2 研究貢獻 33
5-3 管理意涵 34
5-4 研究限制與建議 35
參考文獻 37

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2018-7-6

推文