博碩士論文 105450026 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:7 、訪客IP:54.144.75.212
姓名 李政達(Chen-Da Lee)  查詢紙本館藏   畢業系所 高階主管企管碩士班
論文名稱 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
相關論文
★ 溝通與領導課程訓練成效之分析★ 母國企業直線主管領導風格與國際 人力資源管理措施對外派人員績效之影響
★ 豐田管理模式之人才培育對品質與成本之影響-以某汽車公司為例★ 360 度回饋系統對企業主管行為改變意圖的影響-以跨國飲料 SC 公司為例
★ 兩岸研發人員職能發展應用研究-以M公司為例★ 企業併購過程中的人力資源角色
★ 組織變革成功個案分析 - John P. Kotter 領導變革八大步驟之觀點★ 社群網站經營模式分析-以『BB-BOX』網站為例
★ 觸控IC經營策略之個案研究-以A公司為例★ 科技研發單位實施接班人計畫之探討─以國內某科技研發單位為例
★ 面對數位匯流,傳統媒體代理商應對策略探討─以安吉斯集團偉視捷媒體公司為例★ 台灣光電產業選擇產品認證外包廠商的決定因素─以發光二極體照明產品為例
★ 團隊激勵獎金與團隊績效關連性之研究★ 晶圓代工業關鍵成功因素的探討—以台積公司為例
★ 員工潛能與績效對員工晉升的影響--以營造建築業為例★ 建構整合性智慧健康照護網絡─以中壢天晟醫院醫療小管家為例
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   至系統瀏覽論文 (2023-6-1以後開放)
摘要(中) 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。
摘要(英) 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.
關鍵字(中) ★ 選擇
★ 最適化
★ 補償模式
★ 持續工作動機
★ 追求機會動機
★ 工作成長動機
★ 高齡人力資源管理措施
關鍵字(英) ★ selection
★ optimization
★ compensation model
★ continue to work
★ focus on opportunities
★ work growth
★ age-related human resource management practices
論文目次 一、緒論 1
1-1 研究背景 1
1-2 研究動機 4
1-3 研究目的 6
二、文獻探討與假設 7
2-1 選擇、最適化、補償策略模式(Selection, Optimization, Compensation model, SOC model) 7
2-2 持續工作動機 9
2-3 追求機會動機 10
2-4 工作成長動機 11
2-5 中高齡人力資源管理措施 12
三、研究方法 14
3-1 研究架構 14
3-2 研究假設 15
3-3 研究變數與衡量方法 16
3-4 抽樣方法與研究對象 21
3-5 資料分析方法 22
四、研究結果 23
4-1 樣本描述 23
4-2 量表之信度分析與因素分析 25
4-3 階層迴歸分析 28
五、研究結論與建議 33
5-1 研究結論 33
5-2 研究貢獻與管理意涵 34
5-3 研究限制與建議 36
參考文獻 37
參考文獻 一、 中文資料
〔1〕 林麗惠,「台灣高齡學 習者成功老化之研究」,人口學刊,第33期,133-170頁,民國九十五年。
〔2〕 徐慧娟、張明正,「臺灣老人成功老化與活躍老化現況:多層次分析」,台灣社會福利學刊,3 (2),1-36頁,民國九十三年。
〔3〕 陳佳雯、張妤玥、 陸洛,「老了,就不中用了? 灣高齡者最適老化之歷程探究」,台灣社會福利學刊,第40期,87-140頁,民國一零二年。
〔4〕 陳侑廷,「員工未來時間觀與工作動機之關聯探討-以認知與年齡有關人力資源管理措施為調節變項」,國立中央大學,碩士論文,民國一零四年。
〔5〕 黃延慶,「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」,國立中央大學,碩士論文,民國一零五年。
〔6〕 楊盈芝,「選擇, 最適化與補償模式策略與工作動機的關係—以認知與年齡有關人力資源管理措施為調節變項」,國立中央大學,碩士論文,民國一零四年。
〔7〕 盧春安,「連鎖便利商店門市員工的工作特性與工作滿足及留任意願之關聯性研究-以內在工作動機為調節效果」,東吳大學,碩士論文,民國一零六年。
〔8〕 顏兆農,「中高齡退休專業人力再運用之研究--以企業需求為導向」,國立政治大學,碩士論文,民國一零五年。?
二、英文資料
〔1〕 Amabile, T., Hill, K., Hennessey, B., & Tighe, E., "The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations." Journal of personality and social psychology, 66(5), pp 950. 1994.
〔2〕 Armstrong?Stassen, M., "Organisational practices and the post?retirement employment experience of older workers." Human Resource Management Journal, 18(1), pp 36-53. 2008.
〔3〕 Armstrong?Stassen, M., & Ursel, N., "Perceived organizational support, career satisfaction, and the retention of older workers." Journal of occupational and organizational psychology, 82(1), pp 201-220. 2009.
〔4〕 Armstrong, M.,A handbook of human resource management practice, Vol. Trans., Ed.^Eds.), ed., Kogan Page Publishers, 2006.
〔5〕 Arthur, J., "Effects of human resource systems on manufacturing performance and turnover." Academy of management journal, 37(3), pp 670-687. 1994.
〔6〕 Bal, M., Kooij, D., & De Jong, S., "How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC strategies." Journal of Management Studies, 50(4), pp 545-572. 2013.
〔7〕 Baltes, B., & Heydens-Gahir, H., "Reduction of work-family conflict through the use of selection, optimization, and compensation behaviors." Journal of Applied Psychology, 88(6), pp 1005. 2003.
〔8〕 Baltes, P., & Baltes, M., "Psychological perspectives on successful aging: The model of selective optimization with compensation." Successful aging: Perspectives from the behavioral sciences, 1(1), pp 1-34. 1990.
〔9〕 Baltes, P., Baltes, M., Freund, A., & Lang, F., "Measurement of selective optimization with compensation by questionnaire." Berlin: Max Planck Institute for Human Development, pp., 1995.
〔10〕 Baltes, P., Reese, H., & Lipsitt, L., "Life-span developmental psychology." Annual review of psychology, 31(1), pp 65-110. 1980.
〔11〕 Barney, J., "Firm resources and sustained competitive advantage." Journal of management, 17(1), pp 99-120. 1991.
〔12〕 Carstensen, L., & Lang, F., "Future orientation scale." Unpublished manuscript, Stanford University, pp., 1996.
〔13〕 de Lange, A., Van Yperen, N., Van der Heijden, B., & Bal, M., "Dominant achievement goals of older workers and their relationship with motivation-related outcomes." Journal of vocational behavior, 77(1), pp 118-125. 2010.
〔14〕 Deci, E., & Ryan, R., "Intrinsic Motivation and Self-Determination in Human Behaviour Plenum New York." pp., 1985.
〔15〕 Donnellan, C., "The Baltes’ model of successful aging and its considerations for Aging Life Care?/geriatric care management." pp., 2015.
〔16〕 Dweck, C.,Self-theories: Their role in motivation, personality, and development, Vol. Trans., Ed.^Eds.), ed., psychology press, 2013.
〔17〕 Glass, T., "Assessing the success of successful aging." Annals of Internal Medicine, 139(5_Part_1), pp 382-383. 2003.
〔18〕 Guest, D., "Human resource management, corporate performance and employee wellbeing: Building the worker into HRM." The journal of industrial relations, 44(3), pp 335-358. 2002.
〔19〕 Guest, D., "Human resource management and performance: still searching for some answers." Human Resource Management Journal, 21(1), pp 3-13. 2011.
〔20〕 Harel, G., & Tzafrir, S., "The effect of human resource management practices on the perceptions of organizational and market performance of the firm." Human resource management, 38(3), pp 185-199. 1999.
〔21〕 Husman, J., & Lens, W., "The role of the future in student motivation." Educational psychologist, 34(2), pp 113-125. 1999.
〔22〕 Husman, J., & Shell, D., "Beliefs and perceptions about the future: A measurement of future time perspective." Learning and Individual Differences, 18(2), pp 166-175. 2008.
〔23〕 Jopp, D., & Smith, J., "Resources and life-management strategies as determinants of successful aging: On the protective effect of selection, optimization, and compensation." Psychology and aging, 21(2), pp 253. 2006.
〔24〕 Kanfer, R., Beier, M., & Ackerman, P., "Goals and motivation related to work in later adulthood: An organizing framework." European Journal of Work and Organizational Psychology, 22(3), pp 253-264. 2013.
〔25〕 Kinnie, N., Hutchinson, S., Purcell, J., Rayton, B., & Swart, J., "Satisfaction with HR practices and commitment to the organisation: why one size does not fit all." Human Resource Management Journal, 15(4), pp 9-29. 2005.
〔26〕 Kooij, D., Bal, M., & Kanfer, R., "Future time perspective and promotion focus as determinants of intraindividual change in work motivation." Psychology and aging, 29(2), pp 319. 2014.
〔27〕 Kooij, D., De Lange, A., Jansen, P., & Dikkers, J., "Older workers′ motivation to continue to work: Five meanings of age: A conceptual review." Journal of managerial psychology, 23(4), pp 364-394. 2008.
〔28〕 Kooij, D., De Lange, A., Jansen, P., Kanfer, R., & Dikkers, J., "Age and work?related motives: Results of a meta?analysis." Journal of Organizational behavior, 32(2), pp 197-225. 2011.
〔29〕 Lawler, E., & Hall, D., "Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation." Journal of Applied Psychology, 54(4), pp 305. 1970.
〔30〕 Likert, R., "A technique for the measurement of attitudes." Archives of psychology, pp., 1932.
〔31〕 Lord, R., "Empirical Evaluation of Classical Behavioral Theories with Respect to the Motivation of Older Knowledge Workers: A Dissertation." University of Alabama in Huntsville, 2004.
〔32〕 Paul, R., & Townsend, J., "Managing the older worker—Don′t just rinse away the gray." The Academy of Management Executive, 7(3), pp 67-74. 1993.
〔33〕 Rabl, T., "Age, discrimination, and achievement motives: A study of German employees." Personnel Review, 39(4), pp 448-467. 2010.
〔34〕 Rowe, J., & Kahn, R., "Successful aging." The gerontologist, 37(4), pp 433-440. 1997.
〔35〕 Shacklock, K., Brunetto, Y., & Nelson, S., "The different variables that affect older males′ and females′ intentions to continue working." Asia Pacific Journal of Human Resources, 47(1), pp 79-101. 2009.
〔36〕 Zacher, H., & Frese, M., "Remaining time and opportunities at work: Relationships between age, work characteristics, and occupational future time perspective." Psychology and aging, 24(2), pp 487. 2009.
〔37〕 Zacher, H., & Frese, M., "Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies." Journal of Organizational behavior, 32(2), pp 291-318. 2011.
指導教授 林文政 審核日期 2018-7-18
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明