| dc.description.abstract | Issues and impacts of population aging have been widely discussed in the past 20 years. Taiwan has officially entered the stage of and aged society in 2018. As a forecast, Taiwan will enter a super-aged society by 2025. The old age dependency ratio of Taiwan population had an average of 8.1 working people for every person aged 65 or older in 2000 and already lowered to 4.4 in 2020 (National Development Council, 2020). Some social phenomenon need more attentions and concerns from enterprises and companies, e.g. lowering birth rate, which results in the reduced working population and gradually vanished demographic dividend, deteriorating working motivation of senior employee, and early retirement of laboring individuals. Those problems may lead more issues in the coming days, such as labor force decline and talent shortage.
In 2020, Japan government has also announced to raise the retirement age to 65 and even studied the possibility to 70. Some private enterprise which revealed the willing to raise the retirement age until 80 for employees qualified to retire has attracted a great attention all over the world. This phenomenon exhibits those aging issues including severe shortage of labor, increased expenditure of social welfare, high population of elder, and low birth rate have caused a huge burden to our society.
Because most countries in the world are gradually raising the retirement age, extending working age limit, or increasing age limit of labor insurance, the motivation and background of mid-aged employees are worthy of more attention and discussion. For enterprises, several important issues need to be well-studied for higher efficiency of mid-aged employee management, such as job crafting, career development, incentive to work, work productivity, work motivation, and experience sharing.
As the average age of working population increasing, the work-related motivation and development showing an inverse proportion to age has been reported in some research. However, the procedure variable leading the change of work motivation is still not clear. Therefore, we designed experiments to investigate the interaction among future time, work motivation, expected retirement age, and job crafting. This study attempts to reveal the correlation between future time perspective to work motivation and future time perspective to retirement expectation. The result of our observation showing significance of theoretical meaning and practical research will contribute to further literature research about aging and work motivation and how to encourage mid-aged employee by job crafting. We believe that this study will provide not only a positive discussion for both laboring individuals or organizations but also a direction for continuous and advanced exploration. | en_US |