臺灣博碩士論文加值系統

隨著醫療科技的迅速發展，以及生育率下降，致使未來青壯年勞動力短缺，勞動人口漸趨老化，企業組織開始面臨勞動力不足的窘境，因此如何激勵優秀的中高齡員工繼續留任組織內持續貢獻其智慧與經驗成為現今重要的議題。
本研究基於社會情緒選擇理論、資源保存理論與期望差距理論基礎，以年齡為自變項，以持續工作動機及追求機會動機為依變項，探討兩者之間的關聯性；並進一步以人力資源管理措施滿意度為調節變項，研究其對年齡及工作動機間的調節效果，期望透過提高員工工作滿意度，提昇員工之工作動機，協助組織留任價值高的中高齡員工。
本研究針對國內各產業63家民營企業員工進行抽樣問卷調查，其中包含高科技製造業、金融及保險服務業、一般製造業、非金融服務業及其他產業共五大類，研究對象不限定性別、年齡、部門及年資等，共發出527份問卷，回收有效問卷為395份。研究發現，發現年齡增長確實會降低追求機會動機，但與持續工作動機卻呈現不顯著相關；而人力資源管理措施滿意度也會對追求機會動機產生調節效果。
本研究結果雖然與西方學者研究結果不盡相同，但期望透過最終之討論與建議作為未來有興趣研究相關議題的學者更深入探討之參考。

With the development of medical technology and the decline in fertility rate, the young and middle-aged labor and aging labor force are getting shortage in the future. How to encourage excellent middle-aged employees to continue to contribute to the organization have become an important issue.
Based on Socioemotional Selectivity Theory, Conservation of Resource and Discrepancy Theory, this research used age as the independent variable, the motivation of continue to work and motivations of focus on opportunities as the dependent variable, to explore the correlation between these two variables. Furthermore, the satisfaction of HRM is set as the moderator, to study the moderating effect on age and work motivation, and aims to improve the employee's work motivation by enhancing their job satisfaction, and help the organization to retain high-value middle-aged employees.
This study conducted a sampling questionnaire survey of 63 private enterprises in various industries, including high-tech manufacturing, financial and insurance services, general manufacturing, non-financial services and other industries. The subjects are the employees at all level of ages, positions, seniority and department. A total of 527 questionnaires were released, and 395 valid questionnaires were returned. The study discovered that age growth does reduce the motivation of focus on opportunities, but it is not significantly related to the motivation of continue to work; and the satisfaction of HRM have moderating effect on the motivation of focus on opportunities.
Although the results of this study are not the same as those of Western scholars, it is hoped that the final discussion and recommendations of this research will be used as a reference for future scholars interested in researching related topics.

第一章 緒論 1
第二章 文獻探討與假設 6
2-1 社會情緒選擇理論與未來時間觀 6
2-2 資源保存理論 8
2-3 中高齡員工人力資源管理措施 9
2-4 期望差距理論與人力資源管理措施滿意度 12
2-5 持續工作動機 13
2-6 追求機會動機 14
2-7 研究假設 15
第三章 研究方法 17
3-1 研究架構 17
3-2 研究樣本及程序 18
3-3 研究變項之操作性定義說明與測量方法 19
第四章 研究結果 21
4-1 資料來源與樣本特性 21
4-2 信度與效度分析 23
4-3 相關分析 26
4-4 研究假設檢驗 27
第五章 研究結論與建議 33
5-1 研究結論與討論 33
5-2 研究貢獻 38
5-3 研究限制與建議 39
參考文獻 40
一、中文資料 40
二、英文資料 41

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