為因應台灣人口老化與勞動市場的快速變化，如何提高中高齡員工的勞動參與率、協助中高齡員工持續學習與成長以適應瞬息萬變的勞動市場是當今政府及企業面臨的一大課題。 本次研究以社會情緒選擇理論與資源保存理論為基礎，旨在探究中高齡在職者心理資本與工作成長動機之間的關聯性，以未來時間觀為中介變項，並分析現在享樂時間觀與過去正向時間觀作為調節變項的作用，以探討不同面向的時間觀點如何影響心理資本、未來時間觀與工作成長動機之間的關聯性。 本研究以台灣四十五歲（含）以上的中高齡在職者為研究對象，問卷分為兩階段發放，最終回收有效問卷為兩百二十五份。研究結果發現，心理資本與工作成長動機呈顯著正相關，且未來時間觀在當中起到部分中介作用。研究中的發現對於理解中高齡員工的職涯發展具有管理意涵，同時希望能協助企業及政府在提供中高齡員工資源以利其持續學習與成長時，發揮最大效益。 ;To address the issues of aging population and rapid changes in Taiwan’s labor market, enhancing the labor force participation rate of middle-aged and elder employees, as well as assisting them in continuous learning and growth, are significant challenges faced by both the government and companies. Based on the Socioemotional Selectivity Theory and Conservation of Resources Theory, this study aims to explore the relationship between psychological capital and growth work motives, with future time perspective as a mediating variable. Additionally, it analyzes the moderating effects of present-hedonistic time perspective and past-positive time perspective, examining how different dimensions of time perspective influence the relationship among psychological capital, future time perspective and growth work motives. This research targets working individuals in Taiwan aged 45 and above. Questionnaires were distributed in two stages, with the final result of 225 valid responses. The findings indicate a positive correlation between psychological capital and growth work motives, with future time perspective partially mediating this relationship. The study offers managerial implications for understanding the career development of middle-aged and elder employees, aiming to assist management teams and governments in maximizing the effectiveness of resources provided to support these employees in continuous learning and growth.
