全世界嚴正以待人口老化所帶來的影響，面對人口結構的改變，透過各項措施積極打造年齡友善的職場環境及文化對維持老年人口勞動力至關重要。即將邁入超高齡社會的台灣，近年也在政府政策帶動下關注中高齡及高齡者的就業議題，惟對於職場環境中的年齡友善性研究仍為少數，且多聚焦對於特定世代的作用。本研究試圖探索在年齡多樣化的工作環境脈絡中，可能有助於創造具心理安全感氛圍的潛在因素，以期提出有助於組織因應人口結構和工作型態轉變的成功公式。 以工作場所中的年齡友善性為自變項，代際氛圍和知覺組織支持作為中介變項，進一步探討影響員工心理安全感之原因。研究採用問卷調查法，以台灣在職人員為研究對象，共計311份問卷作為統計分析資料。 研究結果顯示：(1)工作場所年齡友善性對代際氛圍有正向影響效果(2)工作場所年齡友善性對知覺組織支持有正向影響效果(3)代際氛圍對知覺組織支持有正向影響效果(4)代際氛圍對心理安全感有正向影響效果(5)知覺組織支持對心理安全感有正向影響效果(6)代際氛圍、知覺組織支持具有序列中介效果，工作場所年齡友善性透過上述二項中介變項可對心理安全感產生正向影響。 透過員工角度探討，當員工感知工作場所存在年齡友善性以及正向代際氛圍時，有助於員工建立知覺組織支持，促進心理安全感形成。 ;The world is taking the challenges of population aging seriously. Facing the changing demographics, it is crucial to actively create age-friendly workplace environments and cultures to maintain the older labor force. Taiwan, which is about to enter a super-aged society, has also been focusing on employment issues concerning middle-aged and elderly individuals in recent years, driven by government policies. However, research on age-friendliness in the workplace is still limited and often focuses on specific generations. This study attempts to explore potential factors within the context of age-diverse work environments that may contribute to creating psychological safety, to propose a successful formula to help organizations adapt to demographic and work pattern changes.
Using age-friendliness in the workplace as the independent variable, intergenerational climate and perceived organizational support as the mediating variables, this study further investigates the factors influencing employees′ sense of psychological safety. The research employs a questionnaire survey method, with 311 employed individuals in Taiwan participating in the study as the sample for statistical analysis.
The result of the study indicates that (1)Age-friendliness in the workplace has a positive impact on the intergenerational climate. (2)Age-friendliness in the workplace has a positive impact on perceived organizational support. (3)The intergenerational climate has a positive impact on perceived organizational support. (4)The intergenerational climate has a positive impact on psychological safety. (5)Perceived organizational support has a positive impact on psychological safety. (6)Intergenerational climate and perceived organizational support have a sequential mediating effect, and age-friendliness in the workplace has a positive impact on psychological safety through the mediation of these two variables.
From the perspective of employees, when they perceive age-friendliness in the workplace and a positive intergenerational climate, it helps them establish perceived organizational support, thus promoting the formation of psychological safety.
