| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 林心榆 | zh_TW |
| DC.creator | Hsin-Yu Lin | en_US |
| dc.date.accessioned | 2015-7-6T07:39:07Z | |
| dc.date.available | 2015-7-6T07:39:07Z | |
| dc.date.issued | 2015 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=102457028 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 人口是國家的基本組成要素，是人力、人才的來源，未來的勞動力將有愈來愈多的高齡人口就業；Peterson & Spiker (2005)指出在工作中高齡化這方面積極心理學的角度來看的一個重要目標是確定的因素及幫助年長員工保持積極的態度面對他們個人未來的工作場所；本研究主要探討員工的未來時間觀(Future Time Perspective)與職涯滿意及持續工作動機的關係；員工具有長遠的未來時間觀，則愈容易知覺目前的工作行為是有益於眼前的目標與未來的目標，員工也會較投入於目前的工作，因為其對未來目標所抱持的期望價值也較高。
本研究以未來時間觀為自變項，職涯滿意及持續工作動機兩大構面為依變項，探討三者之間彼此是否有顯著相關。並以使用成功老化之選擇、最適化及補償(SOC)策略為調節變項，探討使用SOC策略是否會對員工未來時間觀與職涯滿意及與持續工作動機之間產生調節效果。迴歸研究結果顯示，員工的未來時間觀對於職涯滿意度和持續工作動機都有顯著正向的影響，代表當員工的未來時間觀越短，其職涯滿意度越低、持續工作動機也越低；調節效果中，採用SOC策略在未來時間觀和職涯滿意度之間，以及未來時間觀和持續工作動機之間，都沒有調節效果存在。 | zh_TW |
| dc.description.abstract | People are the sources of manpower and one of the basic elements of a country; however, aging population is becoming a problem and aging employment would be the future employment trend. Peterson & Spiker (2005) indicated that how to keep aging employees’ aggressive attitudes in their work has become a critical issue. Thus, this study examines the linkages among employee’s future time perspective, career satisfaction and continuous working motivation. I posited that employees with longer future time perspective would perceive their current working process is positively related to current and future goals；Due to this type of employees has higher expected value of future goals, they would be more involved in current work.
In this study, I examine the relationships among future time perspective (independent variable), and career satisfaction and continuous working motivation (dependent variables). I also apply successful aging and strategy of selective optimization with compensation model (SOC model) as moderators. Regression analysis results reveal that employees with longer future time perspective are positively related to career satisfaction and continuous working motivation. In other words, if the future time perspective is shorter, the employee’s career satisfaction and continues working motivation would be lower. The regression results indicated that there is no moderating effects of SOC strategy between future time perspective and career satisfaction, and between future time perspective and continuous working motivation. | en_US |
| DC.subject | 未來時間觀 | zh_TW |
| DC.subject | 職涯滿意 | zh_TW |
| DC.subject | 持續工作動機 | zh_TW |
| DC.subject | 成功老化之選擇 | zh_TW |
| DC.subject | 最適化及補償策略 | zh_TW |
| DC.subject | future time perspective | en_US |
| DC.subject | career satisfaction | en_US |
| DC.subject | continuous working motivation | en_US |
| DC.subject | successful aging | en_US |
| DC.subject | selective optimization with compensation model (SOC model) | en_US |
| DC.title | 員工未來時間觀與職涯滿意及持續工作動機的關係－以選擇、最適化及補償策略為調節變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Relationships among Employee Future Time Perspective, Career Satisfaction, and Continuous Working Motivation- The Moderating Effect of SOC Model | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |