| DC 欄位 |
值 |
語言 |
| DC.contributor | 高階主管企管碩士班 | zh_TW |
| DC.creator | 李政達 | zh_TW |
| DC.creator | Chen-Da Lee | en_US |
| dc.date.accessioned | 2018-7-18T07:39:07Z | |
| dc.date.available | 2018-7-18T07:39:07Z | |
| dc.date.issued | 2018 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=105450026 | |
| dc.contributor.department | 高階主管企管碩士班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 本研究根據生涯發展理論中的「選擇、最適化與補償模式」（SOC）策略，探討其對員工工作動機的影響，並檢視組織實施中高齡人力資源管理措施是否具有調節效果。
研究結果顯示員工使用SOC策略與持續工作動機、追求機會動機和工作成長動機呈現正向相關；中高齡人力資源管理措施在追求機會動機、工作成長動機具有調節作用。 | zh_TW |
| dc.description.abstract | In this study, we applies life span theories, such as the selection, optimization and compensation model (SOC) strategies to analyze significant impacts on work motivation, and explore the possibility of moderation effect of age-related human resource management practices.
The results of this study show that ：（1）SOC strategies have a positive relationship with work motivations (e.g. continue to work, focus on opportunities, work growth,).（2）The middle-aged human resource management practices have a moderation effect between the focus on opportunities and motivation of work growth. | en_US |
| DC.subject | 選擇 | zh_TW |
| DC.subject | 最適化 | zh_TW |
| DC.subject | 補償模式 | zh_TW |
| DC.subject | 持續工作動機 | zh_TW |
| DC.subject | 追求機會動機 | zh_TW |
| DC.subject | 工作成長動機 | zh_TW |
| DC.subject | 高齡人力資源管理措施 | zh_TW |
| DC.subject | selection | en_US |
| DC.subject | optimization | en_US |
| DC.subject | compensation model | en_US |
| DC.subject | continue to work | en_US |
| DC.subject | focus on opportunities | en_US |
| DC.subject | work growth | en_US |
| DC.subject | age-related human resource management practices | en_US |
| DC.title | 選擇、最適化、補償模式與工作動機之研究─以中高齡人力資源管理措施為調節變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |