中高齡員工持續工作動機之研究— 探討組織鑲嵌的調節式中介作用;Research of aging employees’ motivation to continue to work– Discussion of moderated mediation effect of organizational embeddedness

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/82990

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/82990

Title:	中高齡員工持續工作動機之研究— 探討組織鑲嵌的調節式中介作用;Research of aging employees’ motivation to continue to work– Discussion of moderated mediation effect of organizational embeddedness
Authors:	曾寶瑩;Tseng, Bao-Ying
Contributors:	人力資源管理研究所
Keywords:	認知未來職涯機會;工作成長動機;持續工作動機;組織鑲嵌;focus on opportunity;growth motives;continue to work;organizational embeddedness
Date:	2020-07-20
Issue Date:	2020-09-02 14:20:06 (UTC+8)
Publisher:	國立中央大學
Abstract:	中高齡化社會已經來臨，中高齡員工亦是企業重要的資產，隨著勞動力的短缺，留任中高齡員工已經成為當今重要的議題，何種方式能夠激勵中高齡員工學習成長、持續工作是非常重要的。本研究以台灣不同產業之中高齡員工為研究對象，以資源保存理論為主要理論，探討中高齡員工可能面臨的資源流失問題，並且以認知職涯機會為自變項，工作成長動機為中介變項，持續工作動機為依變項，組織鑲嵌概念中的組織連結、組織適配、組織犧牲為調節變數，探討不同鑲嵌效果對於工作成長動機在認知未來職涯機會與持續工作動機間的中介效果是否有所差異。本文以中高齡員工為問卷發放對象，共計發放382份有效問卷，問卷回收率為75%。研究結果顯示，工作成長動機於認知未來職涯機會與持續工作動機中的中介效果成立，自變項、中介變項、依變項呈現正向影響關係，經過跋靴法檢定後，組織鑲嵌中的組織連結則是唯一能夠正向調節工作成長動機與持續工作動機的一項變項，而組織犧牲、適配則對於中介效果或是整體間接效果未有直接影響。最後，本研究提出管理意涵，期待企業能應用在中高齡的留任議題之上。 ;The aging society has come, aging employees are also important assets of corporates. As people have noticed the situation of labor shortage, retention of aging employees has become the current critical issue. How to encourage these employees learn, grow, and continue to work is worth thinking. The target of this research is aging employees. We use conservation of resources theory as our main basic theory, analyzing the problems about losing resources that aging employees may face. In addition, we use focus on opportunity as independent variable, growth motives as mediator, continue to work as dependent variable, and organizational embeddedness as moderator, respectively discussing whether “link to organization”, “fit to organization”, and “sacrifice to organization” have different outcomes on the mediation effect of growth motives or not. This sample of this paper is ageing employees. We retrieve 382 valid questionnaires, totally 75% effective rate. The result shows the mediation effect of growth motives between focus on opportunity and continue to work is supported. There is a positive effect between independent, mediator, and dependent variable. After using bootstrapping, we found the “link to organization” is the only moderator that can significantly moderate the mediation effect of growth motives. On the contrary, the effect of “sacrifice to organization” and “ fit to organization” do not cause significant effect on mediation effect. Lastly, this research proposes management implication, expecting corporate can apply them on the issue about retaining aging employees.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

Files in This Item:

File	Description	Size	Format
index.html		0Kb	HTML	200	View/Open

社群 sharing

Loading...