高齡員工年齡與職涯未來時間觀及工作成長動機之關係─以轉換型領導為調節中介變項

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李長望(Chang-Wang Lee) 查詢紙本館藏

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論文名稱

高齡員工年齡與職涯未來時間觀及工作成長動機之關係─以轉換型領導為調節中介變項
(The relationship between the age of senior employees and their future career time perspective and job growth motivation - with transformational leadership as the mediating variable.)

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至系統瀏覽論文 (2070-1-29以後開放)

摘要(中)

近年來台灣的出生率逐漸下滑，另一方面在醫療技術持續提升，目前人口的社會現象呈現少子化以及高齡化，以至於現今的勞動市場面臨到了相當大的缺工問題，為了解決這個問題，勞動部提出許多解決方案，其中一項為調整老年年金請領資格，將請領老年年金的年齡自98年至106年期間為60歲，107年起調整為61歲，109年起提高到62歲，111年起提高到63歲，113年起再提高到64歲，115年以後請領年齡皆65歲，就原本預計於60歲退休的勞工，可能因此逐步增加了5年的勞動力。本研究希望能找出可以鼓勵高齡工作成長的動機，讓高齡在這段職涯期間能夠貢獻出他的經驗，展現出他的價值。
社會情緒選擇理論與資源保存理論為研究之研究基礎，以高齡員工的年齡為自變項，並且以職涯未來時間觀為中介變項，進行探討與高齡員工的工作成長動機的關係，並以轉換型領導作為調節中介變項，分析轉換型領導是否能調節員工的工作成長動機。本次研究以台灣地區目前仍在職的勞工為受訪對象，分成兩個階段發放問卷，最終收回329份問卷，其中287份為有效問卷，有效問卷佔比為87%。年齡與職涯未來時間觀的關係，年齡與工作成長動機的關係，職涯未來時間觀在年齡與工作成長動機之中介效果，還有轉換型領導在當中的調節式中介效果，以上的效果都顯著的。當高齡員工知覺受到轉換型領導過低時，年齡透過職涯未來時間觀影響工作成長動機的間接效果會被增強，工作成長動機會下降愈快。轉換型領導調節式中介，負向調節是顯著的。
希望透過本次研究所提出的管理意涵，協助企業找出鼓勵高齡工作者的方法，了解運用轉換型領確實可以提升高齡工作成長的動機，讓高齡工作者在這個階段能夠持續工作，也能持續成長，相信這是企業與政府所樂見的。

摘要(英)

In recent years, Taiwan′s birth rate has gradually declined. On the other hand, medical technology has continued to improve. The current social phenomenon of the population is showing a low birthrate and an aging population, so that today′s labor market is facing a considerable shortage of human resource. In order to solve this labor shortage problem, The Ministry has proposed a number of solutions, one of which is to adjust the eligibility for old-age pension, which will be adjusted to 60 years old from 2009 to 2017, 61 years old from 2018, and 62 years old from 2020. , from 2022 to 63 years old, from 2024 to 64 years old, and after 2026, the age of application is 65 years old, and the workers who were originally expected to retire at 60 years old may gradually increase the labor force for 5 years. The purpose of this study is to identify the motivations that can encourage the growth of seniors in work, so that seniors can contribute their experience and show their value during the career.
The social emotional choice theory and resource conservation theory are the research foundations of the research. Taking the age of the elderly employees as the independent variable, and taking the future time view of the career as the mediating variable, the relationship with the work growth motivation of the elderly employees is discussed. Transformational leadership is used as a mediating variable to analyze whether transformational leadership can moderate employees′ job growth motivation. This research takes the currently employed workers in Taiwan as the respondents, and distributes the questionnaires in two stages. In the end, 329 questionnaires were returned, of which 287 were valid questionnaires, accounting for 87% of the valid questionnaires. The relationship between age and career future time outlook, the relationship between age and job growth motivation, the mediating effect of career future time outlook on age and job growth motivation, and the moderating mediating effect of transformational leadership in it, the above effects are all significant. When senior employees′ perception of transformational leadership is too low, the indirect effect of age on job growth motivation through career future time perspective will be enhanced, and the opportunity for job growth motivation will decline faster. Transformational leadership moderating mediation, negative moderation is significant.
It is hoped that through the management intention proposed by the research, it will help enterprises to understand the method of encouraging the elderly, and understand that the application conversion model can indeed improve the motivation of the elderly to conceive, so that the working ability of the elderly at this stage can also continue to grow. It is what businesses and governments would like to see.

關鍵字(中)

★ 高齡員工
★ 職涯未來時間觀
★ 工作成長動機
★ 轉換型領導
★ 調節中介變項

關鍵字(英)

★ Senior employees
★ Future career time perspective
★ Job growth motivation
★ Transformational leadership
★ Mediating variable

論文目次

第一章緒論 1
1-1研究背景 1
1-2研究動機 3
1-3 研究目的 4
第二章文獻探討 6
2-1 社會情緒選擇理論 6
2-2 資源保存理論 6
2-3 年齡 8
2-4 工作成長動機 9
2-5 年齡與工作成長動機之關聯性 10
2-6 年齡與職涯未來時間之關聯性 11
2-7職涯未來時間觀在年齡與工作長成動機之中介作用 13
2-8 領導風格 13
2-9 轉換型領導的調節和調節式中介效果 14
第三章研究方法 17
3-1 研究架構 17
3-2 研究樣本與程序(50歲以上) 17
3-3 研究變項之操作性定義說明與測量方法 19
第四章研究結果 22
4-1 資料來源與樣本特性 22
4-2 問卷信效度分析 24
4-3 皮爾森相關分析 (Pearson Product-Moment Correlation) 28
4-4假說檢定 29
第五章結論與建議 33
5-1 研究結論與討論 33
5-2研究頁獻 35
5-3 管理意涵 35
5-4 研究限制與建議 37
參考文獻 38

參考文獻

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指導教授

林文政

審核日期

2022-6-21

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