博碩士論文 105450035 詳細資訊




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姓名 林碧玉(Pi-Yu Lin)  查詢紙本館藏   畢業系所 高階主管企管碩士班
論文名稱 未來時間觀與工作動機關聯性之探討─以適用中高齡人力資源管理措施為調節變項
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摘要(中) 高齡化現象是二十一世紀全球人口結構的趨勢,企業組織也開始面臨勞動力人口不足的問題。要如何激勵優秀的中高齡員工繼續留任組織內貢獻其知識及經驗成為當今重要的議題之一。因此本研究奠基在社會情緒選擇理論及資源保存理論之上,並以適用中高齡人力資源管理措施作為調節變項來探討未來時間觀與工作動機之間的關聯性。

本研究針對國內各產業,包含一般製造業、高科技製造業、金融及保險業、服務業及其他等;研究對象則囊括各年齡層、職位與公司年資分兩階段發放750份,最終回收有效樣本數為527份。研究發現,未來時間觀確實與持續工作動機、追求機會動機及工作成長動機具有正向關係,並且加入適用的人力資源管理措施也會對於持續工作動機及追求機會動機產生顯著的調節效果。
摘要(英) The aging phenomenon is the trend of global population structure in twenty-first Century, and the organization of enterprises is also facing the problem of insufficient labor force. How to motivate good middle-aged and aged employees to continue to contribute their knowledge and experience staying in the organizations has become one of the important topics of today. Therefore, the research is based on the Socioemotional selectivity theory and Theory of Conservation of Resource (COR) and the relevance of the future time perspective to the work motivation is discussed by using age-related HR practices as the moderator.

The major targeted industries of the research include general manufacturing, high-tech manufacturing, finance and insurance, service industry and others. Seven hundred and fifty questionnaires were issued in two-stage process by age, position and company′s seniority, and the final valid sample is 527. The results of the study show that the future time perspective has a positive relationship with continue to work, focus on opportunities and work growth, and the age-related human resource practices will also have a significant moderating effect between future time perspective and motivation of continue to work and focus on opportunities.
關鍵字(中) ★ 未來時間觀
★ 持續工作動機
★ 追求機會動機
★ 工作成長動機
★ 人力資源管理措施
★ 社會情緒選擇理論
★ 資源保存理論
關鍵字(英) ★ Future time perspective
★ continue to work
★ work growth
★ focus on opportunities
★ Age-Related HR practices
★ Socioemotional selectivity theory and Conservation of Resource (COR)
論文目次 一、緒論 1
二、文獻探討與假設建立 5
2-1 未來時間觀 5
2-2 工作動機 8
2-3 社會情緒選擇理論 10
2-4 資源保存理論 11
2-5 中高齡人力資源管理措拖 12
2-6 研究假設推論 16
三、研究方法 19
3-1 研究變項與架構 19
3-2 研究對象與資料蒐集 20
3-3 研究變項之測量方法 21
3-4 資料分析方法 24
四、研究結果 25
4-1 資料來源及樣本分析 25
4-2 信度分析 27
4-3 相關分析 28
4-4 階層迴歸分析 30
五、研究結論與建議 36
5-1 研究結論 36
5-2 研究貢獻與管理意涵 37
5-3 研究限制與建議 39
參考文獻 40
參考文獻 一、 中文資料
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〔5〕 彭慧純,「人力資源專業人員之專業職能,工作動機與個人績效之關係探討」,國立中央大學,碩士論文,民國一零零年。
〔6〕 黃家齊,「人力資源管理活動認知與員工態度,績效之關聯性差異分析-心理契約與社會交換觀點」,管理評論,21(4),101-127頁,民國一零一年。
〔7〕 謝函融,房美玉,「工作價值觀與工作投入程度對離職傾向之研究」,國立中央大學,未出版之碩士論文,民國一零四年。
〔8〕 林佳諭,「適用中高齡員工的人力資源管理措施之初探; A Preliminary Study on the Human Resource Management Practices for Middle-aged and Aged Workers」,國立中央大學,碩士論文,民國一零六年。 

二、英文資料
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指導教授 林文政 審核日期 2018-7-10
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