中高齡員工持續工作動機之研究－探討知覺中高齡相關人力資源措施的調節式中介作用

Research of Aging Employee's Motivation to Continue Working- The Moderated Mediation Effects of Perceiving Aging-Related HR Practices

周俐君(LI-CHUN CHOU)；林文政(WEN-JEN LIN)；李秉懿(PING-I LI)；黃美慈(MEI-TZU HUANG)

未來時間觀 ； 認知職涯未來機會 ； 知覺中高齡人力資源措施 ； 持續工作動機 ； Future time perspective ； Perception of future career opportunities ； Perceiving aging HR practices ； Motivation to continue working

輔仁管理評論

28卷3期（2021 / 09 / 01）

1 - 36

繁體中文

企業在不久的未來將面對中高齡員工退休導致勞動力不足的問題。然而台灣在此領域的研究仍較少，本研究因此旨在探討如何激勵中高齡員工繼續留任。本研究以社會情緒選擇理論與資源保存理論為基礎，探討中高齡員工知覺人力資源措施如何影響認知職涯未來機會的中介效果，進而通過調節式中介作用影響未來時間觀對持續工作動機的間接效果。本研究以208位45歲以上中高齡員工為研究對象，並以問卷法收集資料。研究結果發現，未來時間觀與持續工作動機有正向關係，且認知職涯未來機會有完全中介作用。中高齡相關人力資源措施如「降低工作上的要求」與「提供工作外的資源」等措施能減弱認知職涯未來機會與持續工作動機之間的正向關係，並進一步通過調節式中介作用削弱未來時間觀與持續工作動機的正向間接效果。

There has been little research in Taiwan on the issue of future labor shortages that companies may encounter when their current employees retire. This research aims to investigate how to encourage aging employees to continue to work. Based on the socioemotional selectivity theory, this research examines the moderated mediation effect of perceived HRM practices on the indirect effect of future time perspective on motivation to continue working of aging employees, through the mediation of perception of future career opportunities. Survey data were collected from a sample of 208 aging employees who are at their age of 45 or above. Results show that perception of future career opportunities fully mediated the positive relationship between future time perspective and motivation to continue working. Furthermore, accommodative HRM practices such as reducing work demands and providing resources outside of work would weaken the positive relationship between perception of future career opportunities and motivation to continue working, thus undermine the positive indirect relationship between future time perspective and motivation to continue working.

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