|DC.description||National Central University||en_US|
|dc.description.abstract||The labor market caused by the declining birthrate and aging has always been a dilemma faced by all countries. The search for alternative strategies has become an active topic for all countries. The study used moderated mediation model to examine the age of employees in association with their motivation to continue working. According to Socioemotional Selectivity Theory(SST) and Conservation of Resource Theory, the research shows that the mediated effect of future time perspective on age and motivation to continue working, while the relationship between future time perspective and motivation to continue working is moderated by the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working. The regression analysis results showed that the older employee in Taiwan, the stronger their motivation for continuous work. This is not consistent with the SST. Based on this result, we also propose several possible reasons, such as the rule of law, economy, and social structure.
The results also showed that the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working moderated the relationship between future time perspective and motivation to continue working such that this positive relationship was stronger when employees who has higher satisfaction with HR practices, the stronger the relationship between future time perspective and motivation to continue working. The results of the research and the proposed management implications and practices can help companies to retain the experiences of middle-aged and aged employees. Implications for practice and directions for future research are discussed.||en_US|
|DC.title||The relationship within middle-aged and aged workers of age, future time perspective, the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working—An Effect of Moderated Mediation Model||en_US|
|DC.publisher||National Central University||en_US|