| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 何淑惠 | zh_TW |
| DC.creator | Su-Hui Ho | en_US |
| dc.date.accessioned | 2020-7-28T07:39:07Z | |
| dc.date.available | 2020-7-28T07:39:07Z | |
| dc.date.issued | 2020 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=107457010 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 隨著高齡社會來臨、少子化及中高齡勞參率降低問題也日益嚴重，如何將中高齡勞動人力留在職場並有效運用，將是未來人力資源管理的重要課題。如能協助組織充分運用中高齡員工的實務經驗、知識及智慧，並了解其工作動機及需求，使其願意繼續在組織中投入心力，當可強化其對組織的貢獻度，並能同步解決勞動力缺乏問題。
本研究係以社會情緒選擇理論為基礎，探討認知未來職涯機會、工作成長動機及持續工作動機之關係,以認知未來職涯機會自變項,持續工作動機為依變項，工作成長動機為中介變項,並以契合理論的相關變數之個人與組織適配、個人與工作適配及個人與主管適配為調節變項,藉以探究何種適配可提高中高齡員工的持續工作動機。
本研究針對45歲以上的中高齡員工，以問卷法進行研究，最終有效問卷為376份,有效問卷回收率為68%。研究結果顯示，工作成長動機在認知未來職涯機會與持續工作動機之間有顯著的中介效果。經過分析後，個人與組織適配及個人與工作適配皆能調節工作成長動機與持續工作動機之間的關係。在調節式中介模型的檢驗中，個人與組織適配以及主管適配皆未達顯著，另一方面則發現個人與工作適配能夠增強工作成長動機對認知未來職涯機會與持續工作動機的中介效果。最後，本研究提出管理意涵，期待中高齡議題能受到更多的重視。 | zh_TW |
| dc.description.abstract | With the advent of an aged society, the problem of declining birthrates and the reduction of the labor participation rate of the middle-aged and elderly is becoming more and more serious. To keep as well as effective utilize the middle-aged and senior-age working population in the workplace, will become an important issue for human resource management in the future. If the organization can fully utilize the practical experience, expertise, knowledge and wisdom of the middle-aged and senior employees, and understand their work motivations and fulfill their needs, such that they are willing to continue to dedicate their efforts in the organization, it can not only strengthen their contribution to the organization but also to solve labor shortage problem simultaneously.
This research is based on the theory of Socioemotional Selectivity, and explores the relationship between focus on opportunity, work growth motives and motivation to continue working. It uses cognition as the independent variables of focus on opportunity, motivation to continue working as the dependent variable, and work growth motives as mediator, and use the fit theory as moderator, respectively discussing whether “person-organization fit”, “person-job fit”, and “person-supervisor fit” have different outcomes on the mediation effect of work growth motives or not.
This study is focus on aging employees. The final effective questionnaire is 376, and the effective questionnaire recovery rate is 68%. The research result shows that work growth motives has a significant mediating effect between focus on opportunity and motivation to continue working. After analysis, “person-organization fit” and “person-job fit” can adjust the relationship between work growth motives and motivation to continue working. In the test of the moderating mediation model, “person-organization fit” and “person-supervisor fit” are not significant. On the other hand, it is found that the “person-job fit” can enhance the mediation effect of work growth motives and focus on opportunity and motivation to continue working. Finally, this study proposes forward the implications of management, hoping the aging employees issues will receive more attention. | en_US |
| DC.subject | 認知未來職涯機會 | zh_TW |
| DC.subject | 工作成長動機 | zh_TW |
| DC.subject | 持續工作動機 | zh_TW |
| DC.subject | 契合理論 | zh_TW |
| DC.subject | focus on opportunity | en_US |
| DC.subject | work growth motives | en_US |
| DC.subject | motivation to continue working | en_US |
| DC.subject | fit theory | en_US |
| DC.title | 中高齡員工認知未來職涯機會與工作動機關聯性之研究—契合理論調節式中介模型效果 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | Research of Aging Employees’ Focus on Opportunity and Work Motivation–Discussion of Moderated Mediation Effect of Fit Theory | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |