工作相關心理因素與家庭相關因素對橋樑就業偏好決策之影響;Job-related Psychological and Family-related Factors on the Determination of Bridge Employment Preference

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/97165

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Title:	工作相關心理因素與家庭相關因素對橋樑就業偏好決策之影響;Job-related Psychological and Family-related Factors on the Determination of Bridge Employment Preference
Authors:	林智娟;Lin, Chih-Chuan
Contributors:	人力資源管理研究所
Keywords:	橋樑就業;組織承諾;工作投入;家庭支持;婚姻滿意度;Bridge employment preference;Organizational commitment;Job engagement;Family support;Marital satisfaction
Date:	2025-05-21
Issue Date:	2025-10-17 09:25:59 (UTC+8)
Publisher:	國立中央大學
Abstract:	台灣社會正面臨高齡化所帶來的勞動力短缺挑戰，橋樑就業被視為延續中高齡者職業價值的一項可行策略。為了深入了解哪些關鍵因素影響中高齡族群在退休後選擇繼續工作，本研究基於角色理論及生命歷程觀進行分析，探討組織承諾與工作投入對橋樑就業偏好的影響，並進一步了解家庭支持和婚姻滿意度在其中的調節效果。本研究採用量化研究方法，針對台灣40至65歲的民眾進行問卷調查，最終收集到283份有效問卷。研究結果顯示：（1）組織承諾和工作投入均和橋樑就業偏好有顯著正向的關聯；（2）家庭支持和婚姻滿意度均能強化組織承諾對橋樑就業傾向的正向關聯；（3）家庭支持和婚姻滿意度會負向調節工作投入與橋樑就業傾向之間的關係。綜合上述發現，本研究結果有助於政府和企業在提高中高齡勞動力的策略制定，並強調工作相關心理因素和家庭因素在退休決策中的交互影響。;Taiwanese society is currently facing the challenge of labor shortages brought about by an aging population. Bridge employment is regarded as a viable strategy for extending the professional value of middle-aged and older adults. To gain a deeper understanding of the key factors influencing the decision of this demographic to continue working after retirement, this study is grounded in role theory and the life course perspective. It examines the effects of organizational commitment and job engagement on preferences for bridge employment and further explores the moderating roles of family support and marital satisfaction in this process. This research utilized a quantitative methodology and implemented a questionnaire survey aimed at individuals between the ages of 40 and 65 in Taiwan, resulting in the acquisition of 283 valid responses. The findings reveal that: (1) Both organizational commitment and job engagement are significantly and positively associated with bridge employment preference; (2) Both family support and marital satisfaction strengthen the positive association between organizational commitment and bridge employment preference; (3) family support and marital satisfaction negatively moderate the relationship between job engagement and bridge employment preference Taken together, these findings provide insights that may inform strategies for businesses and governments seeking to enhance the participation of middle-aged and older workers, while highlighting the interactive relation to work-related psychological factors and family factors in retirement decision-making.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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