臺灣博碩士論文加值系統

因為生育率降低、平均壽命延長、以及扶養比的攀升，泰國是東南亞第二個進入進入高齡化社會的國家；高齡人力的留任議題，成為企業在勞動力參與失衡下所面臨的挑戰。有鑑於此，本研究以個案研究以及量化方式，檢驗泰國的國際非營利組織之人力資源政策以及實務是否符合高齡人力之需求並使其感到滿意。期待透過對於高齡人力組織文化框架三個層次的介紹，能夠為泰國的組織對其高齡人力問題提供初步的指導方針。

Due to demographic transitions forces in increasing numbers of aging population extension of Life expectancy and declining fertility, Thailand is entering an aged society as the second country in South East Asia and the issue of retaining ageing workforce becomes the key factor to the effective future organizations to overcome the imbalance of workforce participation. In the light of this crucial phenomena, this qualitative research aims to explore and examine what Human Resource Management practices meet the needs of aging workers and make them feel satisfied based on a single case study of the international non-profit organization in Thailand. These valuable and all-inclusive information from this qualitative research leads to the suggested organizational culture framework for aging workforce in three levels which can be an initial guideline or model for organizations in Thailand to adapt and cope with their aging workers in the near future.

Thesis Validation Letter i
Abstract (Chinese) ii
Abstract (English) iii
Chapter 1: Introduction 1
1.1 Introduction 1
1.2 Research Objectives 1
1.3 Thesis Structure 2
Chapter 2: Importance of the study 4
2.1 Demographic transition phenomena of the ageing population in Thailand 4
2.1.1 Increasing numbers of aging population 6
2.1.2 Extension of life expectancy 7
2.1.3 Declining of Total Fertility Rate with low birth rate 8
2.2 Impacts of population ageing in Thailand 10
2.2.1 Macroeconomic level: Increasing in aged dependency ratio and decreasing in old age support ratio 10
2.2.2 Macroeconomic level: Shortage of labor with dropping of labor force participation rate 12
2.2.3 Microeconomic level: Changes in family structure and support 13
2.2.4 Microeconomic level: Income Insecurity of elderly 14
2.3 Conclusion 15
Chapter 3: Literature Review 16
3.1 Introduction 16
3.2 Definition of ‘aging’ workers 16
3.3 Human Resource Management Practices for aging workforce 19
3.3.1 Recruitment and selection 20
3.3.2 Training and development 20
3.3.3 Alternative job design and working arrangement 21
3.3.4 Compensation and Health & wellness benefits 23
3.4 Summary of Human Resource Management Practices for aging workforce 24
Chapter 4: Methodology 26
4.1 Research Design and data collection 26
4.1.1 Case-study based Approach 26
4.1.2 Semi-structured Interview 26
4.2 Sampling: Single case study 28
4.2.1 Organizational Background 28

4.2.2 Overview of Participants 31
4.3 Summary of Research process and framework 32
Chapter 5: Research Findings 35
5.1 Coding data with ‘Template Analysis” 35
5.2 Human Resource Management Practices for aging workforce based on a case study 37
5.2.1 Recruitment and Selection 37
5.2.2 Training and Development 42
5.2.3 Alternative job design and working arrangements 45
5.2.4 Compensation and Health & wellness benefits 48
5.3 Other Supporting Element: Feeling valued and respected 62
5.4 Summary of findings 63
Chapter 6: Discussion and Conclusion 69
6.1 Implications to theory: Introducing the organizational culture model for aging workforce 69
6.2 Practical Implications for managers 72
6.3 Limitations and Suggestions for future research 73
6.4 Conclusion 74

References 76
Appendix 1: Interview Guideline 82
Appendix 2: Equal Employment Opportunity Statement 85
Appendix 3: Types of leaves 86
Appendix 4: Ceilings for dental treatment fees 88
Appendix 5: Group Insurance, Classification and Plan 89
Appendix 6: Physical checkup examination items 90

References
Adhikari, R., Soonthorndhada, K., & Haseen, F. (2011). Labor force participation in later life: Evidence from a cross-sectional study in Thailand. BMC Geriatrics, 11(1). Doi: 10.1186/1471-2318-11-15

American International Assurance Company Limited. (n.d.). Group Medical Insurance Benefits - AIA. Retrieved from https://direct.aia.co.th/btob/download/Premier_application_E.pdf

Appannah, A., & Biggs, S. (2015). Age-Friendly Organisations: The Role of Organisational Culture and the Participation of Older Workers. Journal of Social Work Practice, 29(1), 37-51. doi:10.1080/02650533.2014.9939

Asia Pacific Regional Office, Organization X. (2013).Human Resource Policies and Manual for Local Employees. Bangkok: Author.

Bal, P. M., Kooij, D., & Rousseau, D. M.(2016). Aging workers and the employee-employer relationship. SPRINGER INTERNATIONAL PU.

Bloom, D. E., Canning, D., & Fink, G. (2010). Implications of population ageing for economic growth. Oxford Review of Economic Policy, 26(4), 583-612. doi:10.1093/oxrep/grq038

Broughan, C. (2013). An evidence based approach to creating an age‐friendly culture. Strategic HR Review, 12(3), 138-144. doi:10.1108/14754391311324499

China Loctek. (n.d.). Adjustable Height Desk Riser, Sit-Stand Workstation
Retrieved from https://loctek.en.made-in-china.com/

Charoenloet, V. (2014). Industrialization, globalization and labour force participation in Thailand. Journal of the Asia Pacific Economy, 20(1), 130-142. doi:10.1080/13547860.2014.974336

Choowattanapakorn, T. (1999). The social situation in Thailand: The impact on elderly people. International Journal of Nursing Practice, 5(2), 95-99. doi:10.1046/j.1440-172x.1999.00155.x

Christensen, K., Doblhammer, G., Rau, R., & Vaupel, J. W. (2009). Ageing populations: The challenges ahead. The Lancet, 374(9696), 1196-1208. doi:10.1016/s0140-6736(09)61460-4

Cochran, J., Crowne, K. A., & Carpenter, C. E. (2012). Impact of Older-Worker-Friendly Organizational Policies on Retirement Attitudes and Planning. Organization Management Journal, 9(3), 170-178. doi:10.1080/15416518.2012.7088

Cornell University Ergonomics Web (n.d.). CUergo: Sitting and Standing. Retrieved from http://ergo.human.cornell.edu/cuesitstand.html


Department of Health & Human Services. (n.d.). Regular health checks. Retrieved from https://www.betterhealth.vic.gov.au/health/servicesandsupport/regular-health-checks

Disalvo, D. (2016). I Is Standing Really Better Than Sitting At Work? Try Doing Both..Retrieved from https://www.forbes.com/sites/daviddisalvo/
2016/05/29/is-standing-really-better-than-sitting-at-work-try-doing-both

Fenton, S-J., Pinilla Roncancio, M., Sing, M., Sadhra, S. & Carmichael, F. (2014). Workplace wellbeing programmes and their impact on employees and their employing organisations: A scoping review of the evidence base.University of Birmingham, 4 Retrieved December 15, 2018, from https://www.birmingham.ac.uk/Documents/research/ias/Wellbeing-at-work-review-Jan-31.pdf.

Freudenberger, H. J. (1974). Staff burn-out. Journal of Social Issues, 30, 159-165.

Fuertes, V., Egdell, V., & McQuaid, R. (2013). Extending working lives: age management in SMEs. Employee Relations, 35 (3), 272–293. http://dx.doi.org/10.1108/01425451311320477

Government Public Relations Department of Thailand. (2018). Government Prepares Thailand for an Aging Society. Retrieved from http://thailand.prd.go.th/1700/ewt/thailand/ewt_news.php?nid=6617

Government Public Relations Department of Thailand. (2018). Industrial Reform to Move toward Industry 4.0. Retrieved from http://thailand.prd.go.th/1700/ewt/thailand/ewt_news.php?nid=6191

Hartley, J. (2004). ‘Case study research’, in Cassell, C.and Symon, G. Essential guide to qualitative methods in organizational research. London: SAGE Publications.

Haque, M. N. (2016). Active Ageing Level of Older Persons: Regional Comparison in Thailand. Journal of Aging Research, 2016, 1–9. doi:10.1155/2016/9093018

Hedge, A. (2017). Ergonomic workplace design for health, wellness, and productivity. CRC Press.

Hedge, J. W. (2008). Strategic Human Resource Management and the Older Worker. Journal of Workplace Behavioral Health, 23(1-2), 109-123. doi:10.1080/15555240802189513

Hanklang, S., Ratanasiripong, P., Naksranoi, S., Sathira-Anant, S., & Patanasri, K. (2018). Quality of life and mental health among Thai older workers in community enterprises. Journal of Health Research, 32(3), 237-250. doi:10.1108/jhr-05-2018-025

Hill, E.J., Grzywacz, J.G., Allen, S., Blanchard, V.L., Matz-Costa, C., Shulkin, S., &;Pitt-Catsouphes, M. (2008). Defining and conceptualizing workplace flexibility.Community,Work,&Family,11(2),149-163.http://dx.doi.org/10.1080/1366880080202467

Hongladarom, C., Prasith-Rathsint, S., & Robinson, W. C. (1987). The economic and social impact of declining fertility: A case study of Thailand. Asia-Pacific Population Journal, 2(2), 3-22. doi:10.18356/fe8d07cd-en

Hogan, S. J., & Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein’s model. Journal of Business Research, 67(8), 1609–1621. doi:10.1016/j.jbusres.2013.09.007

Ilmarinen, J. E. (2001). Aging Workers. Occupational and Environmental Medicine, 58(8), 546-546. doi:10.1136/oem.58.8.546

Jitapunkul, S., & Wivatvanit, S. (2008). National Policies and Programs for the Aging Population in Thailand. Ageing International, 33(1-4), 62-74. doi:10.1007/s12126-009-9027-6

King, N. (2004). ‘Using interviews in qualitative research’, in Cassell,C. and Symon, G. Essential guide to qualitative methods in organizational research. London: SAGE Publications.11-22. doi:10.4135/9781446280119.n2

King, N. (2004). Using Templates in the Thematic Analysis of Text. Essential Guide to Qualitative Methods in Organizational Research, 256-270. doi:10.4135/9781446280119.n21

Kooij, D., Lange, A. D., Jansen, P., & Dikkers, J. (2008). Older workers'' motivation to continue to work: Five meanings of age. Journal of Managerial Psychology, 23(4), 364-394. doi:10.1108/02683940810869015

Kooij, D. T., Jansen, P. G., Dikkers, J. S., & Lange, A. H. (2014). Managing aging workers: A mixed methods study on bundles of HR practices for aging workers. The International Journal of Human Resource Management, 25(15), 2192-2212. doi:10.1080/09585192.2013.8721

Knodel, J., & Chayovan, N. (2008). Intergenerational Relationships and Family Care and Support for Thai Elderly. Ageing International, 33(1-4), 15-27. doi:10.1007/s12126-009-9026-7

Knodel, J., & Chayovan, N. (2008). Older Persons in Thailand: A Demographic, Social and Economic Profile. Ageing International, 33(1-4), 3-14. doi:10.1007/s12126-009-9025-8

Knodel, J., & Chayovan, N. (2012). Inter‐generational family care for and by older people in Thailand. International Journal of Sociology and Social Policy, 32(11/12), 682–694. doi:10.1108/01443331211280719

Knodel, J., Kespichayawattana, Jiraporn & Wivatvanit, S., & Chanpen, S. (2013). The Future of Family Support for Thai Elderly: Views of the Populace. Journal of Population and Social Studies, 21(2), 110–132

Kusmit K. (2016). Ministry of Labour Reforms Social Security Office to Increase Social Security Fund Benefits. Ministry of Labour, Thailand. Retrieved from http://www.mol.go.th/en/content/52519/1471093607

Lim, V.K.G., & Teo, T.S.H. (2000). To work or not to work at home: An empirical investigation of factors affecting attitudes towards teleworking. Journal of ManagerialPsychology,15(6),560-566.http://dx.doi.org/10.1108/0268394001037339

Loretto, W., & White, P. (2006). Employers'' attitudes, practices and policies towards older workers. Human Resource Management Journal, 16(3), 313-330. doi:10.1111/j.1748-8583.2006.00013.

Martens, H., Lambrechts, F., Manshoven, J., & Vandenberk, A. (2006). An organizational development approach towards age diversity practices in belgian organizations. Ageing International, 31(1), 1-23. doi:10.1007/s12126-006-1001-y

Ministry of Labour. (2009). Employers, employee rights. Retrieved from http://www.mol.go.th/en/content/page/6309

Phyathai 2 International Hospital (n.d.). Clinical Services. Retrieved from http://phyathai2international.com/

Pfau, W., & Atisophon, V. (2008). The Impact of the National Pension Fund on the Suitability of Elderly Pensions in Thailand. SSRN Electronic Journal. doi:10.2139/ssrn.1259569

Pothisiri, W., & Quashie, N. T. (2016). Preparations for Old Age and Well-Being in Later Life in Thailand: Gender Matters? Journal of Applied Gerontology, 37(6), 783-810. doi:10.1177/0733464816649281

Prachuabmoh, V., & Mithranon, P. (2003, 03). Below-replacement fertility in Thailand and its policy implications. Journal of Population Research, 20(1), 35-50. doi:10.1007/bf03031794

Pussayapibul, N., Srithamrongsawat, S., & Bundhamcharoen, K. (2011). Ageing in Thailand: Challenges and policy responses. In Fu, T., & Hughes, R. (2011). Ageing in East Asia: Challenges and policies for the twenty-first century. (pp. 161-181), Routledge.

Rhebergen, B., & Wognum, I. (1997). Supporting the Career Development of Older Employees: An HRD Study in a Dutch Company. International Journal of Training and Development, 1(3), 191-198. doi:10.1111/1468-2419.00019

Richman, A. (2006). Everyone wants an engaged workforce: How can you create it? Workspan, 36-39.

Rocco, T. S., Stein, D., & Lee, C. (2003). An Exploratory Examination of the Literature on Age and HRD Policy Development. Human Resource Development Review, 2(2), 155-180. doi:10.1177/1534484303002002004

Sasat, S. & Bowers, S. (2013), Spotlight Thailand, The Gerontologist, 53(5), 711–717, doi:10.1093/geront/gnt038

Schein, E. H. (1992). Organizational culture and leadership. Jossey-Bass.

Shacklock, K., & Shacklock, A. (2018). The aging workforce: Ethical implications for HRM Practitioners. Retrieved December 15, 2018, from https://www.researchgate.net/publication/29454207_The_ageing_workforce_Ethical_implications_for_HRM_practitioners

Shacklock, K., Fulop, L., & Hort, L. (2007). Managing older worker exit and re-entry practices: A `revolving door? Asia Pacific Journal of Human Resources, 45(2), 151-167. doi:10.1177/1038411107073603.

Silverstein, M. (2008). Meeting the challenges of an aging workforce. American Journal of Industrial Medicine, 51(4), 269-280. doi:10.1002/ajim.20569

Social Security Office (2017). Benefit. Retrieved from https://www.sso.go.th/wpr/main

Social Security System in Thailand - Social Protection Platform (n.d.) Retrieved fromhttp://www.socialprotection.org/gimi/RessourceDownload.action?ressource.ressourceId=31513

Sterns, H.L. & Doverspike, D.(1989). Aging and the retraining and learning process in organizations. In Goldstein I. & Katzel R. Training and development in work organizations, 229-332. San Francisco: Jossey-Bass.

Stevenson, W. J. (2015). Operations management. McGraw-Hill Education.

Suwanrada, W. (2008). Poverty and Financial Security of the Elderly in Thailand. Ageing International, 33(1-4), 50-61. doi:10.1007/s12126-009-9030-y

Tangcharoensathien, V., Supachutikul, A., & Lertiendumrong, J. (1999). The social security scheme in Thailand: What lessons can be drawn? Social Science & Medicine, 48(7), 913-923. doi:10.1016/s0277-9536(98)00392-x

Titu, M., Banu, I., & Banu, I. (2012). Demographic and Economic Dependency Ratios – Present and Perspectives. International Journal of Economics and Finance, 4(12). doi:10.5539/ijef.v4n12p214

UNESCAP. (2018). Aged dependency ratio from 1998 to 2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

UNESCAP. (2018). Birth rate from 1998 -2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

UNESCAP. (2018). Fertility rate from 1998 -2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

UNESCAP. (2018). Labor force participation rate (Age 15+) from 1998 -2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

UNESCAP. (2018). Life expectancy rate at birth from 1998 -2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

UNESCAP. (2018). Old age support ratio from 1998 to 2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

UNESCAP. (2018). Population Growth rate from 1998 to 2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

UNESCAP. (2018). Population Size from 1998 to 2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

UNESCAP. (2018). The percentage of 60+ age group from 1998 to 2017, by country (Thailand).Retrieved from http://data.unescap.org/escap_stat/

United Nations, Department of Economic and Social Affairs, Population Division (2015). World Population Ageing 2015. Retrieved from United Nations Website: http://www.un.org/en/development/desa/population/publications/pdf/ageing/WPA2015_Report.pdf

U.S. Department of Labor. (n.d.). Age Discrimination. Retrieved from https://www.dol.gov/general/topic/discrimination/agedisc

Virgini, V., Meindl-Fridez, C., Battegay, E., & Zimmerli, L. (2015). Check-up examination: Recommendations in adults. Swiss Medical Weekly. doi:10.4414/smw.2015.14075

Wailerdsak, N. (2015). Labour Market and Economic Performance in Thailand and the Philippines: Supply-Demand Imbalance and the ASEAN Economic Community (AEC). The International Journal of East Asian Studies. 19. 25-50.

WHO/Europe. (2018). Influenza - Vaccination. Retrieved from http://www.euro.who.int/en/health-topics/communicable-diseases/influenza/vaccination

Wongboonsin, K., Guest, P., & Prachuabmoh, V. (2005). Demographic Change And The Demographic Dividend In Thailand. Asian Population Studies, 1(2), 245-256. doi:10.1080/17441730500317493

Yong, V., & Saito, Y. (2011). National Long-Term Care Insurance Policy in Japan a Decade after Implementation: Some Lessons for Aging Countries. Ageing International, 37(3), 271-284. doi:10.1007/s12126-011-9109-0

Zikmund, William G. (2000). Business Research Methods 6th Edition. Fort Worth: The Dryden Press.