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研究生:馬一如
研究生(外文):I-JU, MA
論文名稱:中高齡員工未來時間觀與工作動機關聯性之研究—跨層次探討適用中高齡人力資源管理措施調節效果
論文名稱(外文):Effect of HR Practices on the relationship between Future Time Perspective and Work Motivation: a Multilevel Modeling study
指導教授:林文政林文政引用關係
指導教授(外文):Wen-Jeng, Lin
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2018
畢業學年度:106
語文別:中文
論文頁數:52
中文關鍵詞:中高齡人力資源管理措施工作動機工作成長動機持續工作動機階層線性模型
外文關鍵詞:hierarchical linear model (HLM)human resource management practices for middle-aged and aged workersdesire continue workinggrowth work motives
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在面臨未來勞動人口面臨縮減的情況,該如何提昇高齡者的勞動參與、提升中高齡員工的工作動機,並有效管理中高齡員工以維持足夠的勞動力,已成為一項重要的議題。本研究目的在於探討適用中高齡人力資源管理措施是否能影響中高齡員工的工作動機,並以台灣企業員工為對象,分為兩階段發放問卷,最終共有313份有效問卷,有效問卷回收率69.5%。
由於中高齡人力資源管理措施是由組織層進行實施,且每間企業實施情形不同。本研究使用階層線性模式(Hierarchical Linear Modeling, HLM),將適用中高齡人力資源管理措施置於組織層,探討組織實施適用中高齡人力資源管理措施對工作動機的跨層級直接效果,以及探討組織實施適用中高齡的人力資源管理措施,是否能夠於未來時間觀及工作動機之間產生調節效果,進而減緩因未來時間觀下降而對工作動機產生的負面影響。
研究結果顯示,組織實施適用中高齡人力資源管理措施對工作成長動機及持續工作動機具有跨層級直接效果,而組織實施適用中高齡人力資源管理措施的調節效果不成立。組織可以應用本研究結果,作為訂定適用中高齡員工人力資源管理措施的依據,達成留任中高齡員工之效。
The purpose of this paper is to examine the relationships between human resource management practices for middle-aged and aged workers and individual work motivation. Using the data set from Taiwan (firm-level samples: 48 firms, employee-level samples: 313).
Since the human resource practices are implemented by organizations, the study use hierarchical linear modeling (HLM) to analyses the mediating effect of human resource management practices for middle-aged and aged workers in the relationship between future time perspective and work motivation, and explore the positive effect of human resource management practices for middle-aged and aged workers on work motivation.
Results show that human resource management practices for middle-aged and aged workers at plant level are positively and significantly associated with work motivation, and human resource management practices for middle-aged and aged workers can’t mediate the relationship between future time perspective and work motivation at individual level. The organizations can use the theoretical and managerial implications to achieve the effect of retention.
中文摘要 i
ABSTRACT ii
致謝 iii
目錄 iv
圖目錄 v
表目錄 v
一、 緒論 1
1-1 研究背景與動機 1
1-2 研究目的 5
二、 文獻探討 6
2-1 社會情緒選擇理論 6
2-2 資源保存理論 7
2-3 未來時間觀 8
2-4 適用中高齡員工人力資源管理措施 9
2-5 持續工作動機 12
2-6 工作成長動機 13
2-7 研究假設推論 14
三、 研究方法 20
3-1 研究架構 20
3-2 研究樣本及程序 20
3-3 研究變項之操作性定義說明與測量方法 21
四、 研究結果 23
4-1 資料來源與樣本特性 23
4-2 信度與效度分析 24
4-3 相關分析 27
4-4 假設模型檢驗 28
五、 結論與討論 33
5-1 研究結論與討論 33
5-2 研究貢獻 35
5-3 管理意涵 36
5-4 研究限制與未來研究建議 37
參考文獻 38
中文文獻 38
英文文獻 39
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1. 人力資源專業人員之專業職能、工作動機與個人績效之關係探討
2. 高齡員工持續工作動機之研究— 探討知覺高齡相關人資方案的調節式中介作用
3. 高齡員工未來時間觀、選擇、最適化與補償模式 對持續工作動機之研究— 跨層次探討高齡相關人力資源措施的調節式效果
4. 知覺與年齡有關的人力資源管理、工作成長動機與中高齡員工持續工作動機關聯性之研究-調節式中介效果之檢驗
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