中高齡員工年齡、未來時間觀、人力資源措施滿意度與持續工作動機間的關係—調節式中介模型的作用;The relationship within middle-aged and aged workers of age, future time perspective, the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working—An Effect of Moderated Mediation Model

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Title:	中高齡員工年齡、未來時間觀、人力資源措施滿意度與持續工作動機間的關係—調節式中介模型的作用;The relationship within middle-aged and aged workers of age, future time perspective, the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working—An Effect of Moderated Mediation Model
Authors:	鄭羽伶;CHENG, YU-LING
Contributors:	人力資源管理研究所
Keywords:	社會情緒選擇理論;資源保存理論;中高齡年齡;未來時間觀;持續工作動機;中高齡員工人力資源管理措施
Date:	2020-03-03
Issue Date:	2020-06-05 16:25:39 (UTC+8)
Publisher:	國立中央大學
Abstract:	受到少子化與高齡化衝擊勞動市場，導致勞動力短缺一直都是各國所面臨的窘境，尋求替代策略成了各國積極探討的議題。本研究使用調節式中介模型探討中高齡員工年齡與他們持續工作動機關聯。根據社會情緒選擇理論和資源保存理論，本研究發現中高齡員工未來時間觀在員工年齡與持續工作動機間具有中介效果；而中高齡人力資源管理措施滿意度則具有調節未來時間觀及持續工作動機的關係，根據迴歸分析結果，第一，發現台灣樣本員工年齡越大，其持續工作的動機越強，與社會情緒選擇理論不一致，根據此結果，本研究也提出相關原因，例如法治、經濟、社會結構等。第二，中高齡人力資源措施滿意度具有調節未來時間觀及持續工作動機的關係；也就表示中高齡員工對於措施感到越滿意，會使未來時間觀及持續工作動機兩者關係愈強。希望本研究所研究出的結果以及提出的管理意涵和實務運用之建議結論，能協助企業在實施中高齡員工留任相關措施時，發揮最佳效益。 ;The labor market caused by the declining birthrate and aging has always been a dilemma faced by all countries. The search for alternative strategies has become an active topic for all countries. The study used moderated mediation model to examine the age of employees in association with their motivation to continue working. According to Socioemotional Selectivity Theory(SST) and Conservation of Resource Theory, the research shows that the mediated effect of future time perspective on age and motivation to continue working, while the relationship between future time perspective and motivation to continue working is moderated by the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working. The regression analysis results showed that the older employee in Taiwan, the stronger their motivation for continuous work. This is not consistent with the SST. Based on this result, we also propose several possible reasons, such as the rule of law, economy, and social structure. The results also showed that the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working moderated the relationship between future time perspective and motivation to continue working such that this positive relationship was stronger when employees who has higher satisfaction with HR practices, the stronger the relationship between future time perspective and motivation to continue working. The results of the research and the proposed management implications and practices can help companies to retain the experiences of middle-aged and aged employees. Implications for practice and directions for future research are discussed.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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