臺灣博碩士論文加值系統

台灣的勞動力人口比例逐漸萎縮，除了高齡化、少子化等影響之外，台灣人普遍就學年數長、提早退休，使得勞動力未來將可能嚴重不足。過往有許多關於退休決策的研究，但多聚焦在人口統計變數、財務能力等研究方向，然而退休畢竟是個體層面的決策，理應從心理認知的角度出發。為補足研究缺口，本研究欲探討中高齡員工在做退休決策時的認知歷程，並了解自我效能感在當中所扮演的角色。
本研究採用質性訪談方法，訪談了七名在不同產業、不同職位的中高齡高階員工，另外訪談了兩名招募顧問以取得勞方和媒合方的觀點。經過個案文本分析，本研究有五項主要發現。第一，對於群性較高的華人社會來說，除了自我效能感之外，基於「我為人人」、「捨我其誰」的使命感，是貫穿某些菁英人士之人生規劃的一項重要價值，也牽動著與退休相關的決策與安排。第二，即便中高齡者有意在法定退休後，仍以某中形式持續參與勞動市場，但若缺乏合適的專業知能或是人脈，很難獲得表現的機會。招募顧問便建議中高齡者除了深化與更新自身專業能力、擴大人脈網路之外，也應保持心態的開放性與適應的彈性。第三，本研究的受訪者中決定退休後要完全離開職場的皆是婦女，她們當初投入職場的就是為了給孩子更好的環境，退休後要離開職場則是顧及照顧家人的責任。對家庭取向甚重的華人而言，「照顧家庭」仍是婦女生命中最重要的角色職責，女性的職涯規劃也必須圍繞家庭的需求來安排。第四，「對高齡的定義」在某種程度上反映出人們的「老化」知覺，遂引導著對退休的預期和規劃。第五，受訪者與招募顧問皆明確指出中高齡者求職不易的困境，除了缺少媒合機制之外，台灣多數企業對於勞動力老化尚無危機意識，對中高齡者的勞動參與需求也未有積極回應，特別在職務再造、工作彈性等諸多面向都還有極大努力空間。
整體而言，本研究透過社會認知理論解釋了中高齡者在做退休決策時的心理歷程，拓展了理論的應用範疇，並且也對實務上中高齡員工的管理和人力資源運用有所貢獻。

The proportion of working-age population will fall drastically due to population aging, sub-replacement fertility, longer years of schooling and early retirement. Numerous retirement-related studies were conducted, but most of them has a focus on demographic variables and financial conditions. Since “to retire or not” is a question at individual level, more effort should be put into unravelling the intricate personal decision making process. Therefore, the purpose of this dissertation was to explore the decision process of retirement, and also how level of self-efficacy can make a difference.
Through qualitative analysis and in-depths interviews with seven middle-aged and elderly workers from various industries and two recruiting consultants, this dissertation provided five major findings. First, for the relatively collectivistic Chinese society, “a sense of calling” is the core value that plays an important role in the life plans for some elites, and also has effect on retirement-related decisions and arrangements. Second, even though some middle-aged and elderly people intend to keep participating in the labor market after retirement, those who lack professional capability and a rich social network will have a hard time finding opportunities. Thus, recruiting consultants suggest that aside from developing one’s professional capabilities and enlarging one’s social network, people should also keep an open and flexible mind. Third, in this research, those who intend to completely drop out from the labor market after retirement are all female participants, they started working so that they can help provide for their children, and they left work to take care of their family. Family has always been the core of Chinese society, and “taking care of family” is the undeniable responsibility for women, therefore women’s career plans usually evolve based on the needs of the family. Fourth, people’s definition for “old” might to some extent reflex people’s perception for “aging”, and also influence their decisions and expectations for retirement. Last, both participants and recruiting consultants pointed out that it’s hard for the middle-aged or elderly to find a job. Besides the lack of match-making service, corporations are indifferent toward population aging and older people’s need for labor participation, there is much space for improvement especially in aspects like job crafting and flexibility design.

To sum up, this study extended current knowledge of retirement-related decision making process using the social cognitive theory. The results may contribute to the better management of human resource for the elderly.

誌謝 i
中文摘要 ii
英文摘要 iii
目錄 v
圖目錄 vii
表目錄 viii
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 4
第二章 文獻回顧 6
第一節 退休相關研究 6
第二節 社會認知理論 18
第三節 多變職涯理論 21
第四節 小結 24
第三章 研究方法 25
第一節 研究取向與方法 25
第二節 研究對象 26
第三節 資料搜集 28
第四節 資料整理與分析 29
第四章 研究個案背景描述 31
第一節 受訪者 A 31
第二節 受訪者 B 34
第三節 受訪者 C 36
第四節 受訪者 D 38
第五節 受訪者 E 40
第六節 受訪者 F 42
第七節 受訪者 G 44
第五章 研究發現 47
第一節 退休決策與認知歷程圖 48
第二節 職涯動能與對成功職涯的定義 65
第三節 跨個案分析 69
第四節 人力資源顧問文本分析 72
第五節 小結 78
第六章 討論、研究限制與未來研究建議 79
第一節 討論 79
第二節 研究限制與未來研究建議 83
參考文獻 85
附錄一 中高齡員工訪談大綱 92
附錄二 招募顧問訪談大綱 94

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