博碩士論文 103457013 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:19 、訪客IP:54.80.173.217
姓名 黃延慶(Yen-Ching Huang)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 知覺與年齡有關的人力資源管理、工作成長動機與中高齡員工持續工作動機關聯性之研究-調節式中介效果之檢驗
(A Study of Relationships Among Age-Related HR Practices-Changing Work Styles, Work Growth Motivation, and Continuous Work Motivation: A Moderated Mediation Models)
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摘要(中) 中高齡員提早離開職場已是政府、企業所關注的重要人資議題。本研究主要目的在針對台灣45家企業240位中高齡員工,探討對於認知與年齡有關的人力資源措施、工作成長動機與持續工作動機三者間的關聯性與互相作用關係。
  研究結果顯示,經由「工作成長動機」的中介效果,認知與年齡有關的人力資源措施會對中高齡員工的「持續工作動機」產生正向影響效果。同時,本研究發現員工具有高認知與年齡有關的人力資源措施,對工作成長動機與持續工作動機之間的關係具有正向的調節效果。此外,員工具有高認知與年齡有關的人力資源措施,也會對認知與年齡有關的人力資源措施、工作成長動機、持續工作動機之間的中介效果產生調節效果。
  這些研究結果驗證了與年齡有關的人力資源措施和中高齡員工的工作動機之間的影響效果。
摘要(英) The main purpose of this study is to examine joint and interactive effects of perceived age-related HR practices on work growth motivation and motivation to continue working among 240 employees from 45 companies.
 The results of regression analysis showed that perceived age-related HR practices was positively associated with motivation to continue working for aging employees, with mediated by work growth motivation.
 The results also showed that perceived age-related HR practices moderated the relationship between work growth motivation and motivation to continue working such that this positive relationship was stronger among employees with a higher level of perceived age-related HR practices.
 Finally, the results showed that for employees with higher level of perceived age-related HR practices, the indirect effect of perceived age-related HR practices on motivation to continue working through work growth motivation was stronger.
 These findings carry implications for research on age-related HR practices and aging employees’ work motivation.
關鍵字(中) ★ 知覺與年齡有關的人力資源管理
★ 改變工作型態
★ 員工成長動機
★ 持續工作動機
★ 調節式中介
關鍵字(英) ★ age-Related HR Practices
★ changing work styles
★ work growth motivation
★ continuous work motivation
★ moderated mediation model
論文目次 目錄
目錄 i
圖目錄 iii
表目錄 iii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 6
第二章 文獻探討與研究架構 7
第一節 資源保存理論 7
第二節 知覺與年齡有關的人力資源管理 9
第三節 中高齡員工的工作動機 12
3-1 工作成長動機 13
3-2 持續工作動機 14
第四節 知覺與年齡有關的人力資源管理與持續工作動機 14
第五節 知覺與年齡有關的人力資源管理在工作成長動機與持續工作動機之間的調節效果 17
第六節 知覺與年齡有關的人力資源管理與工作成長動機與持續工作動機之間的調節式中介效果 18
第三章 研究方法 20
第一節 研究樣本與資料蒐集 20
第二節 研究變項與衡量 22
第三節 研究問卷信效度分析 26
第四章 研究結果 28
第一節 樣本描述 28
第二節 驗證性因素分析 30
第三節 收斂效度與區辨效度 31
第四節 敘述性統計與相關分析 33
第五節 假設檢定 34
五、研究結論與討論 40
第一節 研究結論 40
第二節 研究貢獻 41
第三節 管理意涵 43
第四節 研究限制與未來研究建議 44
中文參考文獻 47
英文參考文獻 50
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指導教授 林文政(Wen-Jeng, Lin) 審核日期 2016-7-22
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