博碩士論文 105457003 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:6 、訪客IP:3.80.223.123
姓名 馮蜀蕙(Shu-Hui Feng)  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 中高齡員工工作動機之探討
(A study of the relationship between middle-aged and aged workers and work-related motivation)
相關論文
★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究
★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究★ 研發專業人員職能需求之研究-以某研究機構為例
★ 人力資本、創新資本與組織財務績效關聯性之研究★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究
★ 新進保全人員訓練成效之評估★ 人力資源專業人員職能之研究-一項追蹤性的研究
★ 影響企業實施接班人計劃的成功因素★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例
★ 影響安全氣候因子之探討-以汽車製造業為例★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究
★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例)
★ 薪資公平知覺與組織承諾關係之探討-以內外控人格特質為干擾變項★ 改善活動訓練成效評量之研究
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]   [檢視]  [下載]
  1. 本電子論文使用權限為同意立即開放。
  2. 已達開放權限電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
  3. 請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。

摘要(中) 中文摘要
論文名稱:中高齡員工與工作相關動機之探討
校所組別:國立中央大學人力資源管理研究所
研究生:馮蜀蕙
指導教授:林文政博士
本研究的主要目的在探討中高齡就業者與工作動機間的關聯性。由於中高齡就業者已是企業主要勞動力之一,且各國政府也鼓勵中高齡者繼續工作並延後退休制度。由西方學者研究中發現,中高齡員工因年齡增長,持續工作動機也越低;工作價值觀由「工具性價值」移轉為「目標性價值」;知識獲得目標轉變為情緒調節目標。但由台灣莊瑋亨(2015)的研究結果發現,台灣樣本對於中高年齡與持續工作動機間的關係呈正向相關,違背過去西方的研究結果。
因此,本研究希冀延續莊瑋亨(2015)的研究,進一步了解中高齡就業者的工作意願及動機,以利企業提出適合及有效的人力資源管理措施,也對未來中高齡相關之研究奠定基礎。
本研究主要探討勞動者年齡與持續工作動機、工作成長動機與追求機會動機三者間之關聯性。研究方法係以「生理(實足)年齡」為「自變項」,三項不同的工作動機為「依變項」進行研究。由迴歸分析結果發現:年齡與持續工作動機呈現顯著正向關係。因此取得莊瑋亨(2015) 資料再進行迴歸分析,並蒐集分析質性訪談所得資訊,均再次顯現與本研究相同之結論:「年齡越大,持續工作動機越強」。 此一研究結論與西方學者之研究相反,也不符合社會情緒選擇理論,亦即年齡與未來時間觀、持續工作動機之間負向相關的看法。
本研究結果對於企業而言是正面、有價值的資訊,也值得未來有興趣的研究者更深入探討之。
關鍵詞:中高齡員工、持續工作動機、工作成長動機、追求機會動機
摘要(英) A study of the relationship between middle-aged and aged workers and work-related motivation
Abstract

The main purpose of this study is to investigate the relationship between middle-aged and aged workers and work-related motivation, since middle-aged and aged workers have already become one of the major workforces of enterprises, and governments also encourage middle-aged and aged workers to continue working and change the policy to extend the retirement age schedule. Studies by Western scholars have found that middle-aged and aged workers are less motivated in working continuously because of their age. Consequently, work value is shifted from “instrumental values” to “terminal values”; “acquisition of knowledge goals” is transformed into “regulation of emotions goals”. However, the results of Chuang (2015), indicate that there was a positive relationship between middle-aged and aged workers and continuing work motivation in Taiwan, highlighting the conclusion that was contrary to western research results.
Therefore, I plan to extend the results of Chuang (2015) and that can give further understanding of the working motivation of middle-aged and aged workers, in order to provide the effective measurement of human resources management, as well as build the foundation for future research toward middle-aged and aged workers.
The study mainly discusses the relationship among continue to work, work growth and focus on opportunities., using physiological (practical) age to serve as independent, and three different motivations serving as dependent variables. The results of regression analysis show that there is a significant positive relationship between age and continue to work. Furthermore, we obtained the same findings as this thesis by analyzing the previous data of Chuang (2015), together with the present information from qualitative interviews: “The older you are, the more you want to continue to work.” Again, this result runs contrary to the study of western research, and is inconsistent with the Socioemotional Selectivity Theory: a negative relationship between age, future time perspective and continue to work.
The conclusions of this study are not only practically and valuable information for enterprises but also are academically important for further research.

Keywords: Middle-aged and aged workers, Continue to work, Work growth, Focus on Opportunities
關鍵字(中) ★ 中高齡員工
★ 持續工作動機
★ 工作成長動機
★ 追求機會動機
關鍵字(英) ★ Middle-aged and aged workers
★ Continue to work
★ Work growth
★ Focus on Opportunities
論文目次 目錄
中文摘要 i
Abstract ii
誌 謝 iv
目錄 v
圖目錄 vii
表目錄 viii
一、 緒 論 1
1-1 研究背景 1
1-2 研究動機 2
1-3 研究目的 5
二、 文獻探討 7
2-1 文獻探討 7
2-1-1 社會情緒選擇理論 7
2-1-2 以工作動機作為年齡的依變項 9
2-1-3 年齡 11
2-2 研究假設 12
2-2-1 年齡與持續工作動機的關係 12
2-2-2 年齡與工作成長動機的關係 13
2-2-3 年齡與追求機會動機的關係 13
三、 研究方法 15
3-1 研究變項與架構 15
3-2 研究流程與對象 15
3-3 研究變項之操作性定義說明與測量方法 16
3-3-1 持續工作動機 16
3-3-2 工作成長動機 16
3-3-3 追求機會動機 17
3-3-4 控制變項 17
四、 研究結果 18
4-1 資料來源、樣本結構分析與敘述性統計 18
4-2 問卷信效度分析 20
4-3 相關分析 21
4-4 階層迴歸分析 22
五、 結論與建議 25
5-1 研究結論與討論 25
5-1-1 年齡與持續工作動機的關係: 28
5-1-2 年齡與工作成長及追求機會動機的關係: 30
5-2 研究貢獻 31
5-3 研究限制 32
5-4 研究建議 33
參考文獻 35


圖目錄
圖 1研究架構 15
表目錄
表 1 樣本分析種況 19
表 2 信度分析表 20
表 3研究變項之 pearson 相關分析表 21
表 4持續工作動機階層迴歸分析結果 22
表 5 工作成長動機階層迴歸分析結果 23
表 6 追求機會動機階層迴歸分析結果 24
表 7 研究假設彙整表 24
參考文獻 參考文獻
一、中文部分
〔1〕 臺灣內政部統計處107年第15週的內政統計通報
〔2〕 中華民國國家發展委員會(2013)。中華民國人口推計(103 至150 年)報告(ISBN: (103)039.0804)。
〔3〕 王保進,「英文視窗版 SPSS 與行為科學研究」,第三版,台灣,心理出版社,2006
〔4〕 江豐富,「中高齡與基層勞工之失業情勢及因應策略」,當前失業問題研討會論文集,中央研究院社會學研究所主辦,2001
〔5〕 周玟琪,「中高齡者與老年人年齡層界定問題之探討」,就業安全半年刊,7(2),66-72頁,2007
〔6〕 周俐君,「高齡員工持續工作動機之研究—探討知覺高齡相關人資方案的調節式中介作用」,國立中央大學人力資源管理研究所碩士在職專班學位論文,2017
〔7〕 林佳諭,「適用中高齡員工的人力資源管理措施之初探」,國立中央大學人力資源管理研究所學位論文,2017
〔8〕 莊瑋亨,「高齡員工未來時間觀與持續工作動機的關係-以選擇最適化補償策略為調節變項」,國立中央大學人力資源管理研究所學位論文,2015
〔9〕 黃春長、王維旎,「台灣中高齡勞動力分析之研究」,勞動部勞動及職業安全衛生研究所,2016
〔10〕 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」,國立中央大學人力資源管理研究所碩士在職專班學位論文,2015
〔11〕 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」,國立中央大學人力資源管理研究所碩士在職專班學位論文,2015
〔12〕 謝依純,「影響台灣中高齡者退休年齡之因素」,臺灣老年學論壇,14,2012

二、英文部分
〔1〕 Adams, G. A., & Beehr, T. A. (1998). Turnover and retirement: A comparison of their similarities and differences. Personnel psychology, 51(3), 643-665.
〔2〕 Aday, R. H., & Kehoe, G. (2008). Working in old age: benefits of participation in the senior community service employment program. Journal of Workplace Behavioral Health, 23(1-2), 125-145.
〔3〕 Anderson, K. H., & Burkhauser, R. V. (1985). The retirement-health nexus: a new measure of an old puzzle. Journal of Human Resources, 315-330.
〔4〕 Armstrong‐Stassen, M. (2008). Organisational practices and the post‐retirement employment experience of older workers. Human Resource Management Journal, 18(1), 36-53.
〔5〕 Arvey, R. D., & Neel, C. W. (1976). Motivation and obsolescence in engineers. Industrial Gerontology.
〔6〕 Baltes, P. B., Staudinger, U. M., & Lindenberger, U. (1999). Lifespan psychology: Theory and application to intellectual functioning. Annual review of psychology, 50(1), 471-507.
〔7〕 Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological review, 84(2), 191.
〔8〕 Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory: Englewood Cliffs, NJ, US: Prentice-Hall, Inc.
〔9〕 Brief, A. P., & Aldag, R. J. (1977). The intrinsic-extrinsic dichotomy: Toward conceptual clarity. Academy of management review, 2(3), 496-500.
〔10〕 Carstensen. (1995). Evidence for a life-span theory of socioemotional selectivity. Current directions in Psychological science, 4(5), 151-156.
〔11〕 Carstensen. (2006). The influence of a sense of time on human development. Science, 312(5782), 1913-1915.
〔12〕 Carstensen, & Fredrickson. (1998). Influence of HIV status and age on cognitive representations of others. Health Psychology, 17(6), 494.
〔13〕 Carstensen, Gross, & Fung. (1997). of Emotional Experience. Annual Review of Gerontology and Geriatrics, Volume 17, 1997: Focus on Emotion and Adult Development, 325.
〔14〕 Carstensen, Isaacowitz, & Charles. (1999). Taking time seriously: A theory of socioemotional selectivity. American psychologist, 54(3), 165.
〔15〕 Cate, R. A., & John, O. P. (2007). Testing models of the structure and development of future time perspective: maintaining a focus on opportunities in middle age. Psychology and aging, 22(1), 186.
〔16〕 CK Chiu, W., Chan, A. W., Snape, E., & Redman, T. (2001). Age stereotypes and discriminatory attitudes towards older workers: An East-West comparison. Human relations, 54(5), 629-661.
〔17〕 Corbin, J., & Strauss, A. (2008). Basics of Qualitative Research: Techniques and Procedures for Developing Grounded Theory,(3e ed.) Sage. Thousand Oaks, California.
〔18〕 Cross, S., & Markus, H. (1991). Possible selves across the life span. Human development, 34(4), 230-255.
〔19〕 Deci, E., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior: Springer Science & Business Media.
〔20〕 Dweck, C. (1999). Self-theories: their role in motivation, personality, and achievement: Philadelphia, PA: Psychology Press.
〔21〕 Dychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent: Harvard Business Press.
〔22〕 Heckhausen, J., Wrosch, C., & Schulz, R. (2010). A motivational theory of life-span development. Psychological review, 117(1), 32.
〔23〕 Heneman, H. G. (1973). Relationship between age and motivation to perform on job. Industrial Gerontology,16, 30-36.
〔24〕 Higgins, E. T., Shah, J., & Friedman, R. (1997). Emotional responses to goal attainment: strength of regulatory focus as moderator. Journal of personality and social psychology, 72(3), 515.
〔25〕 Houle, C. (1979). Motivation and participation with special reference to non-traditional forms of study. Learning oportunities for adults, 8-34.
〔26〕 Huddleston, P., Good, L., & Frazier, B. (2002). The influence of firm characteristics and demographic variables on Russian retail workers′ work motivation and job attitudes. The International Review of Retail, Distribution and Consumer Research, 12(4), 395-421.
〔27〕 Hursh, Lui, & Pransky. (2006). Maintaining and enhancing older worker productivity. Journal of Vocational Rehabilitation, 25(1), 45-55.
〔28〕 Hwalek, M., Firestone, I., & Hoffman, W. (1982). The role social pressures play in early retirement propensities. Aging & Work.
〔29〕 Kanfer, R., & Ackerman, P. L. (2004). Aging, adult development, and work motivation. Academy of management review, 29(3), 440-458.
〔30〕 Kinnie, N., Hutchinson, S., Purcell, J., Rayton, B., & Swart, J. (2005). Satisfaction with HR practices and commitment to the organisation: why one size does not fit all. Human Resource Management Journal, 15(4), 9-29.
〔31〕 Kooij, Bal, & Kanfer. (2014). Future time perspective and promotion focus as determinants of intraindividual change in work motivation. Psychology and aging, 29(2), 319.
〔32〕 Kooij, Jansen, Dikkers, & Lange. (2010). The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis. Journal of Organizational Behavior, 31(8), 1111-1136.
〔33〕 Kooij, Jansen, Dikkers, & Lange. (2014). Managing aging workers: A mixed methods study on bundles of HR practices for aging workers. The International Journal of Human Resource Management, 25(15), 2192-2212.
〔34〕 Kooij, Lange, Jansen, & Dikkers. (2013). Beyond chronological age. Examining perceived future time and subjective health as age-related mediators in relation to work-related motivations and well-being. Work & Stress, 27(1), 88-105.
〔35〕 Kooij, Lange, Jansen, & Dikkers, J. (2008). Older workers′ motivation to continue to work: Five meanings of age: A conceptual review. Journal of Managerial Psychology, 23(4), 364-394.
〔36〕 Kooij, Lange, Jansen, Kanfer, & Dikkers. (2011). Age and work‐related motives: Results of a meta‐analysis. Journal of Organizational Behavior, 32(2), 197-225.
〔37〕 Kooij, & Voorde, K. (2011). How changes in subjective general health predict future time perspective, and development and generativity motives over the lifespan. Journal of Occupational and Organizational Psychology, 84(2), 228-247.
〔38〕 Lang, & Carstensen. (2002). Time counts: Future time perspective, goals, and social relationships. Psychology and aging, 17(1), 125.
〔39〕 Lange, Taris, Jansen, Smulders, Houtman, & Kompier. (2006). Age as a factor in the relation between work and mental health: results from the longitudinal TAS survey. Occupational health psychology: European perspectives on research, education and practice, 1, 21-45.
〔40〕 Linz, S. J. (2004). Motivating Russian workers: analysis of age and gender differences. The Journal of Socio-Economics, 33(3), 261-289.
〔41〕 Lord, R. L. (2004). Empirical Evaluation of Classical Behavioral Theories with Respect to the Motivation of Older Knowledge Workers: A Dissertation. University of Alabama in Huntsville.
〔42〕 Lund, T., & Borg, V. (1999). Work environment and self-rated health as predictors of remaining in work 5 years later among Danish employees 35–59 years of age. Experimental Aging Research.
〔43〕 Markus, H., & Nurius, P. (1986). Possible selves. American psychologist, 41(9), 954.
〔44〕 Nunnally, J. C., & Bernstein, I. H. (1978). Psychometric theory.
〔45〕 Peterson, S. J., & Spiker, B. K. (2005). Establishing the positive contributory value of older workers:: A positive psychology perspective. Organizational Dynamics, 34(2), 153-167.
〔46〕 Ryff, C. D. (1989). Beyond Ponce de Leon and life satisfaction: New directions in quest of successful ageing. International journal of behavioral development, 12(1), 35-55.
〔47〕 Ryff, C. D., & Baltes, P. B. (1976). Value transition and adult development in women: The instrumentality-terminality sequence hypothesis. Developmental Psychology, 12(6), 567.
〔48〕 Seijts, G. H. (1998). The importance of future time perspective in theories of work motivation. The Journal of Psychology, 132(2), 154-168.
〔49〕 Shacklock, K., Brunetto, Y., & Nelson, S. (2009). The different variables that affect older males′ and females′ intentions to continue working. Asia Pacific Journal of Human Resources, 47(1), 79-101.
〔50〕 Steers, R. M. (1991). Motivation and Work Behavior. New York: McGraw-Hili: Inc.
〔51〕 Sterns, & Doverspike. (1989). Aging and the Retraining and the Learning Processes in Organizations. Training and Development in Work Organizations. San Fransisco: Jossey-Bass.
〔52〕 Sterns, & Miklos. (1995). The aging worker in a changing environment: Organizational and individual issues. Journal of vocational behavior, 47(3), 248-268.
〔53〕 Vallerand, R. J., O′Connor, B. P., & Hamel, M. (1995). Motivation in later life: Theory and assessment. The International Journal of Aging and Human Development, 41(3), 221-238.
〔54〕 Warr, P. (1997). Age, work and mental health. The impact of work on older adults, 252-296.
〔55〕 Warr, P. (2001). Age and work behaviour: Physical attributes, cognitive abilities, knowledge, personality traits and motives. International review of industrial and organizational psychology, 16, 1-36.
〔56〕 Wittmann, M., & Lehnhoff, S. (2005). Age effects in perception of time. Psychological reports, 97(3), 921-935.
〔57〕 Zacher, H., & Frese, M. (2009). Remaining time and opportunities at work: Relationships between age, work characteristics, and occupational future time perspective. Psychology and aging, 24(2), 487.
〔58〕 Zacher, H., & Frese, M. (2011). 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), 291-318.
指導教授 林文政(Wen-Jeng, Lin) 審核日期 2018-7-10
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