| dc.description.abstract | 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. | en_US |