員工未來時間觀與工作動機之關聯探討-以認知與年齡有關人力資源管理措施為調節變項

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：52

、訪客IP：3.149.241.62

姓名

陳侑廷(Yu-ting Chen) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

員工未來時間觀與工作動機之關聯探討-以認知與年齡有關人力資源管理措施為調節變項

相關論文

★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。	★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究
★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究	★ 研發專業人員職能需求之研究-以某研究機構為例
★ 人力資本、創新資本與組織財務績效關聯性之研究	★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究
★ 新進保全人員訓練成效之評估	★ 人力資源專業人員職能之研究－一項追蹤性的研究
★ 影響企業實施接班人計劃的成功因素	★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例
★ 影響安全氣候因子之探討-以汽車製造業為例	★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究
★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析	★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例)
★ 薪資公平知覺與組織承諾關係之探討－以內外控人格特質為干擾變項	★ 改善活動訓練成效評量之研究

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

本研究將年齡轉變為未來時間觀之概念，並將自變項設定為未來時間觀，討論自變項與依變項工作動機進行研究，其中工作動機進一步區分為持續工作動機、工作成長動機與追求機會動機三者進行探討，探究自變項與依變項的關聯，假設未來時間觀的縮短會降低工作動機；並進一步把與年齡有關人力資源管理措施設定為調節變項，冀望證明其調節效果，將會降低未來時間觀對於三個工作動機間的影響，讓員工透過於年齡有關人力資源管理措施得以延續工作動機。
研究對象乃針對國內94間公司進行抽樣，公司包含各種產業如金融服務業、非金融服務業、高科技製造業、一般製造業及其他五種；研究對象則囊括各年齡層、職位與公司年資，共發出1,037份問卷，回收524份問卷。研究發現，未來時間觀的縮短確實會降低持續工作動機、工作成長動機與追求機會動機，使其三者的動機下降；而與年齡有關人力資源管理措施也會對於追求機會動機產生調節效果，研究並針對此上述結果提出進一步的歸納與討論，期望本研究對於未來勞動力高齡化的狀況在人力資源上提出學術與實務面之建言。

摘要(英)

The Study aims to explore the future time perspective as the independent variable and work motivation as the dependent variable based on the concept that age is transformed to the future time perspective. Work motivation can be further divided to continuing to work, work growth and focus on opportunities and the correlation between the dependent variable and independent variable is studied on this basis. Assuming that the short future time perspective leads to lower work motivation and the age-related HR practices are set as the moderator with an aim to prove its moderating effect, the influence of the future time perspective on the three work motives will be reduced. As a result, employees can continue to work after the age-related HR practices are applied.
The survey was conducted on 94 companies, including in the financial service industry, non-financial industry, high-tech industry, manufacturing industry and 5 other industries. The subjects were the employees at all level of ages, positions and seniority. A total of 1,037 questionnaires were released and 524 questionnaires were retrieved. It is found in the Study that short future time perspective actually leads to lower motivation to continuing to work, work growth and focus on opportunities and the age-related HR practice has moderating effect on the focus on opportunities. Further conclusion and discussion are proposed based on the above results in order to propose academic and practical suggestion about the influence of aging labor force on human resources.

關鍵字(中)

★ 未來時間觀
★ 持續工作動機
★ 工作成長動機
★ 追求機會動機
★ 人力資源管理措施

關鍵字(英)

★ Future time perspective
★ continue to work
★ work growth
★ focus on opportunities
★ HR practices

論文目次

摘要 iv
Abstract v
目錄 vii
圖目錄 ix
表目錄 ix
第一章緒論 1
第一節研究背景 1
第二節研究動機 3
第三節研究目的 5
第二章文獻探討 6
第一節未來時間觀 6
第二節工作動機 9
第三節人力資源管理措施 12
第四節研究假設推論 18
第三章研究方法 22
第一節研究變項與架構 22
第二節研究變項之操作性定義說明與測量方法 23
第三節研究對象與資料蒐集 26
第四節資料分析方法 27
第四章研究結果 28
第一節資料來源、樣本分析與敘述性統計 28
第二節信效度分析 30
第三節相關分析 32
第四節階層迴歸分析 34
第五章結論與建議 41
第一節研究結論 41
第二節管理意涵 45
第三節研究限制 48
第四節研究建議 49
參考文獻 51
一、中文資料 51
二、英文資料 53
三、期刊報紙資料 56

參考文獻

一、中文資料
1. 王保進(2006)。英文視窗版SPSS與行為科學研究(第三版)。台北：心理出版。
2. 王靖惠(2007)。中年人生命期發展內涵及其影響因素之研究(未出版之碩士論文)，國立臺灣師範大學，台北市。
3. 何嘉欣(2011)。國中生未來時間觀、學習資源的社會支持與學習動機、學業成就之研究。(碩士)，國立臺灣師範大學，台北市。
4. 吳秉恩(1999)。分享式人力資源管理，台北：翰蘆出版有限公司。
5. 周淑楓(2007)。未來取向之自我調整學習歷程模式分析。(未出版之碩士論文)，國立成功大學，台南市。
6. 林秀玲(2014)。小學生未來時間觀、學習動機及學習成就之相關研究。(未出版之碩士論文)，國立臺灣師範大學，台北市。
7. 林麗芳(2009)。高中職學生未來時間觀與課業學習動機調整策略關係之研究。(未出版之碩士論文)，國立彰化師範大學，彰化縣。
8. 邱苑綺(2013)。未來時間觀點對國中生想像力的影響:以調整焦點為調節變項。(未出版之碩士論文)，國立臺灣師範大學，台北市。
9. 邱英豪(2006)。國中學生未來時間觀照之研究。(未出版之碩士論文)，國立彰化師範大學，彰化縣。
10. 温淑華(2013)。探討未來工作坊改善原住民學童未來時間觀之行動研究-以宜蘭縣某國小為例。(未出版之碩士論文)，佛光大學，宜蘭縣。
11. 黃家齊(2002)。人力資源管理系統與組織績效—智慧資本觀點。管理學報，第十九卷，第三期，pp。415-450。
12. 黃珮婷(2011)。大學生未來時間觀、知覺工具性及自我調整學習之相關研究。(未出版之碩士論文)，國立臺灣師範大學，台北市。
13. 劉佳欣(2014)。高職資料處理科學生於未來時間觀、未來目標與技能自我調整學習之相關研究。(未出版之碩士論文)，國立彰化師範大學，彰化縣。
14. 劉素卿(2013)。職業學校設計群學生未來時間觀與技能自我調整學習關係之研究。(未出版之碩士論文)，國立彰化師範大學，彰化縣。
15. 簡淑女(2011)。「未來工作坊」對國中生未來時間觀影響之探究-以宜蘭縣羅東國中為例(未出版之碩士論文)，佛光大學，宜蘭縣。
二、英文資料
1. Armstrong‐Stassen, M. (2008). Organisational practices and the post‐retirement employment experience of older workers. Human Resource Management Journal, 18(1), 36-53.
2. Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3),670-687.
3. Arvey, R.D. & Warren, N.C. (1976). Motivation and obsolescence in engineers. Industrial Gerontology, 3, 113–120.
4. Ashford, J., & LeCroy, C. (2009). Human behavior in the social environment: A multidimensional perspective: Cengage Learning.
5. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
6. Carstensen, L. L. (2006). The influence of a sense of time on human development. Science, 312(5782), 1913-1915.
7. Carstensen, L. L., & Lang, F. R. (1996). Future time perspective scale. Unpublished manuscript, Stanford University.
8. Carstensen, L. L., Isaacowitz, D. M., & Charles, S. T. (1999). Taking time seriously: A theory of socioemotional selectivity. American psychologist, 54(3), 165.
9. Cate, R. A., & John, O. P. (2007). Testing models of the structure and development of future time perspective: Maintaining a focus on opportunities in middle age. Psychology and Aging, 22, 186–201.
10. Cross, S. E., & Markus, H. R. (1991). Possible selves across the life span. Human Development, 34, 230–255.
11. Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of management Journal, 39(4), 949-969.
12. Dweck, C. S. (1999). Self-theories: Their role in motivation, personality, and development. Philadelphia, PA: Psychology Press.
13. Fredrickson, B., & Carstensen, L. (1998). Choosing social partners: How old age and anticipated endings make people more selective. In M. Lawton & T. Salthouse (Eds.), Essential papers on the psychology of aging (pp.511–538). New York: New York University Press.
14. Giniger, S., Dispenzieri, A., & Eisenberg, J. (1983). Age, experience, and performance on speed and skill jobs in an applied setting. Journal of Applied Psychology, 68(3), 469.
15. Giniger, S., Dispenzieri, A., & Eisenberg, S. (1983). Age, experience, and performance on speed and skill jobs in an applied setting. Journal of Applied Psychology, 68, 469–475
16. Giniger, S., Dispenzieri, A., & Eisenberg, S. (1983). Age, experience, and performance on speed and skill jobs in an applied setting. Journal of Applied Psychology, 68, 469–475.
17. Gjesme, T. (1979). Future time orientation as a function of achievement motives, ability, delay of gratification, and sex. The Journal of Psychology, 101, 173-188.
18. Hailey, V. H., Farndale, E., & Truss, C. (2005). The HR department′s role inorganisational performance. Human resource management journal, 15(3), 49-66.
19. Heckhausen, J., Wrosch, C., & Schulz, R. (2010). A motivational theory of life-span development. Psychological review, 117(1), 32.
20. Heckhausen, J., Wrosch, C., & Schulz, R. (2010). A motivational theory of life-span development. Psychological Review, 117, 32–60. doi:10.1037/a0017668
21. Heneman, H.G. (1973). The relationship between age and motivation to perform on the job. Industrial Gerontology, 16, 30–36.
22. Heneman, H.G. (1973). The relationship between age and motivation to perform on the job.Industrial Gerontology, 16, 30–36.
23. Hersey, P., & Blanchard, K. H. (1993). Management of organizational behavior: Utilizing human resources: Prentice-Hall, Inc.
24. Higgins, E. T. (1997). Beyond pleasure and pain. American Psychologist, 52, 1280–1300.
25. Huddleston, P., Good, L., & Frazier, B. (2002). The influence of firm characteristics and demographic variables on Russian retail workers′ work motivation and job attitudes. International Review of Retail, Distribution and Consumer Research, 12, 395–421.
26. Husman, J., & Lens, W. (1999). The role of the future in student motivation. Educational Psychologist, 34(2), 113
27. Kanfer, R., & Ackerman, P. L. (2004). Aging, adult development, and work motivation. Academy of management review, 29(3), 440-458
28. Kauffman, D. F., & Husman, J. (2004). Effects of time perspective on student motivation: Introduction to a special issue. Educational Psychology Review, 16(1), 1-7.
29. Kooij, D. T., Bal, P. M., & Kanfer, R. (2014). Future time perspective and promotion focus as determinants of intraindividual change in work motivation. Psychology and aging, 29(2), 319
30. Kooij, D. T., Jansen, P. G., Dikkers, J. S., & De Lange, A. H. (2010). The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta‐analysis. Journal of Organizational Behavior, 31(8), 1111-1136.
31. Kooij, D., & Van De Voorde, K. (2011). How changes in subjective general health predict future time perspective, and development and generativity motives over the lifespan. Journal of Occupational and Organizational Psychology, 84(2), 228-247.
32. Kooij, T. A. M. (2010). Motivating older workers: a lifespan perspective on the role of perceived HR practices.
33. Lang, F. R., & Carstensen, L. L. (2002). Time counts: future time perspective, goals, and social relationships. Psychology and aging, 17(1), 125.
34. Lewin, K. (1951). Field theory in the social sciences. New York: Harper.
35. Linz, S.J. (2004). Motivating Russian workers: analysis of gender and age differences. Journal of Socio-Economics, 33, 261–289
36. Lord, R.L. (2004). Empirical evaluation of classical behavioural theories with respect to the motivation of older knowledge workers. Unpublished doctoral dissertation, University of Alabama,Huntsville.
37. MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial & labor relations review, 48(2), 197-221.
38. Markus, H. R., & Nurius, P. (1986). Possible selves. American Psychologist, 41(9), 954–969.
39. Maslow, A. H. (1943). A theory of human motivation. Psychological review, 50(4), 370.
40. McInerney, D. M. (2004). A discussion of future time perspective. Educational Psychology Review, 16(2), 141-151
41. Milkvoich,G. T. and Boudreau,J. W.1994, Human Resource Management, 7th Edition. Miles,R. E.,& Snow,C. C. 1984, “Designing strategic human resource systems” ,Organizational Dynamics,13(1): 36-52.
42. Neugarten, B. L. (1968). The awareness of middle age. Middle age and aging, 93-98.
43. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (1997). Human resource management: Gaining a competitive advantage: Irwin Chicago, IL.
44. Nunnally, J. (1978). C.(1978). Psychometric theory: New York: McGraw-Hill
45. Nuttin, J., & Lens, W. (1985). Future time perspective and motivation: Theory and research method. NJ: Leuven University Press , Lawrence Erlbaum Associates, Inc.
46. Peeters, M., van Emmerik, H., Kooij, D., de Lange, A., Jansen, P., & Dikkers, J. (2008). Older workers′ motivation to continue to work: Five meanings of age: A conceptual review. Journal of managerial psychology, 23(4), 364-394.
47. Pennington, G. L., & Roese, N. J. (2003). Regulatory focus and temporal distance. Journal of Experimental Social Psychology, 39, 563–576.
48. Pfeffer, J. (1995). Competitive advantage through people: Unleashing the power of the work force: Harvard Business Press.
49. Pinder, C. C. (1984). Work motivation: Theory, issues, and applications: Scott Foresman & Co.
50. Rhodes, S. R. (1983). Age-related differences in work attitudes and behavior: A review and conceptual analysis. Psychological bulletin, 93(2), 328.
51. Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of personality and social psychology, 57(6), 1069.
52. Ryff, C. D., & Baltes, P. B. (1976). Value transition and adult development in women: The instrumentality-terminality sequence hypothesis. Developmental Psychology, 12(6), 567.
53. Seijts, G. H. (1998). The importance of future time perspective in theories of work motivation.
54. Ulrich, D. (1987). Organizational capability as a competitive advantage: Human resource professionals as strategic partners. Human Resource Planning, 10(4), 169-184.
55. Warr, P.B. (1997). Age, work and mental health. In K.W. Schaie & W.I.E. Schooler (Eds), The impact of work on older adults (pp. 252–296). New York: Springer.
56. Yeung, A. K., & Berman, B. (1997). Adding value through human resources: Reorienting human resource measurement to drive business performance.
57. Zacher, H., & Frese, M. (2009). Remaining time and opportunities at work: Relationships between age, work characteristics, and occupational future time perspective. Psychology and Aging, 24, 487–493.
58. Zacher, H., & Frese, M. (2011). Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies. Journal of Organizational Behavior, 32(2), 291-318.
59. Zacher, H., Heusner, S., Schmitz, M., Zwierzanska, M. M., & Frese, M. (2010). Focus on opportunities as a mediator of the relationships between age, job complexity, and work performance. Journal of vocational behavior, 76(3), 374-386
三、期刊報紙資料
1.李佳蓁(2010年9月)。中年男人，要的真的不多。親子天下。16。96-97
2.余佳穎(2015年3月30日) 。未來10年工作人口「又老又少」。聯合報。AA1財經版。

指導教授

林文政

審核日期

2015-7-15

推文