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

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楊盈芝(Ying-chih Yang) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

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
(Relationship between Selection, Optimization and Compensation model Strategies and Work Motivation: Perceived Aged-related Human Resource Management Practices as the moderate variable)

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摘要(中)

勞動力市場平均年齡逐年上升，隨著員工在面臨老化歷程中生理、心理和社會適應性的改變，於企業內的人力資源管理措施中也需有相對的調整。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，並檢視認知與年齡有關人力資源管理措施是否具有調節效果。
本研究採以問卷調查，樣本來自80間企業，有效問卷數共542份，產業分布於金融服務業、非金融服務業、高科技製造業、一般製造業及其他產業。研究結果顯示員工使用SOC策略與追求機會動機、工作成長動機和持續工作動機呈現正向的關係。建議企業可透過訓練及調整工作條件協助員工增強使用SOC策略，以提升其工作動機。
雖認知與年齡有關人力資源管理措施在本研究中不具調節效果，但與SOC策略呈現顯著的正相關（.16**），建議可在未來相關議題的研究中改以自變項探討，以更深入了解認知與年齡有關人力資源管理措施在實務中提升員工工作動機的效益與意涵。

摘要(英)

The average age of labor market is increasing year by year, HR management practices must evolve in accordance with the employees’ physical, psychological and social functional changes related to aging. 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 explored the possibility of moderation effect on perceived age-related HR management practices.
In this study, samples were drawn on a cross-industry of 80 enterprises, a total number of 542 valid questionnaires. Findings are: (1) SOC strategies have a positive relationship with work motivations (e.g. focus on opportunities, growth work motives and continue working). (2) Though perceived age-related HR management practices have no moderating effect in this study, but present positive correlation with SOC strategies.

關鍵字(中)

★ 選擇
★ 最適化與補償模式
★ 工作動機
★ 認知與年齡有關人力資源管理措施

關鍵字(英)

★ selection
★ optimization and compensation model
★ work motivation
★ perceived aged-related human resource management practices

論文目次

目錄
摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vi
表目錄 vii
一、緒論 1
1-1 研究背景 1
1-2 研究動機 2
1-3 研究目的 4
二、文獻探討 5
2-1 選擇、最適化與補償模式（SOC model） 5
2-1-1 選擇 7
2-1-2 最適化 8
2-1-3 補償 9
2-2 工作動機 10
2-2-1 追求機會動機 11
2-2-2 工作成長動機 12
2-2-3 持續工作動機 12
2-3 認知與年齡有關人力資源管理措施 13
2-4 SOC策略、工作動機與認知與年齡有關人力資源管理措施的關係 16
三、研究方法 17
3-1 研究架構 17
3-2 研究流程與對象 17
3-3 研究工具與變項說明 18
3-3-1 SOC策略 18
3-3-2 追求機會動機 20
3-3-3 工作成長動機 20
3-3-4 持續工作動機 20
3-3-5 認知與年齡有關人力資源管理措施 21
3-3-6 控制變項 22
四、研究結果 23
4-1 資料來源與樣本特性 23
4-2 信度分析 25
4-3 相關分析 26
4-4 階層迴歸分析 28
五、結論與建議 33
5-1 研究結論 33
5-1-1 SOC策略與工作動機的關聯性 33
5-1-2 認知與年齡有關人力資源管理措施之調節效果 34
5-2 管理意涵與建議 35
5-3 研究限制與未來研究方向 40
參考文獻 42

參考文獻

參考文獻
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三、網站資料
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指導教授

林文政

審核日期

2015-7-14

推文