臺灣博碩士論文加值系統

在面臨高齡化現象的社會環境下，勞動市場中超過50歲的員工比例顯著成長。然而，現今企業並未對於中高齡員工制定人力資源管理計畫。Erikson（1963）提出心理發展階段中，世代性價值對於中高齡階層的工作動機有重要的影響。
此外，近年來工作家庭增益之相關研究越趨重要，工作-家庭資源模型亦提出工作家庭雙向增益主要是透過情境資源以及個人資源的增加而形成。因此，本研究根據上述理論，將個人的世代性價值以及所產生之個人資源作為關鍵資源，以了解個人之世代性價值對於工作動機以及工作家庭雙向增益之影響情形。
本研究主要目的為探討中高齡勞動者的自我機制及世代傳承對於工作動機與工作家庭增益的影響。本研究主要針對6位年齡介於45至65歲間不同行業之中高齡勞動者進行深度訪談，並使用扎根理論作為蒐集及分析資料之研究方法，將資料進行定義及編碼並歸納整理出核心類別。
研究結果發現：（1）自我機制使個人重視自我價值觀的延續，因此會傾向保有資源以及將自我技能及價值傳承，透過傳承技能與價值使工作家庭雙向增益。（2）個人透過世代傳承之方式，在建立情感以及照顧、幫助他人中強化自身情緒管理及心理彈性等個人資源，結合家庭領域上之家庭支持情境資源，以強化個人與家庭成員之相處以及其家庭氛圍。（3）個人資源與工作及家庭領域提供之情境資源相互作用，產生螺旋增益之現象，使工作及家庭領域以動態模式共同增益。

In an aging society, the proportion of employees over 50 has grown significantly in the labor market. However, companies have not formulated human resource management plans for middle-aged employees. Erikson (1963) proposed that in the stage of psychological development, generativity has an important influence on the work motivation of the middle-aged.
In addition, research on Work-Family Facilitation has become more and more important in recent years. The Work-Home Resource model also proposes that Work-Family Facilitation are mainly formed through the increase of contextual resources and personal resources.
Therefore, this study takes the personal generativity and personal resources as the key resources to understand the influence of personal generativity on work motivation and Work-Family Facilitation. The main purpose of this study is to explore the influence of work motivation on the agency and communion of middle-aged workers, as well as the influence on Work-Family Facilitation. This study conducted In-depth interviews with 6 senior laborers in different industries between the ages of 45 and 65, and used Grounded theory as a research method to collect and analyze data, define and code the data, and summarize the core categories.
The results found: (1)Because individuals are influenced by agency values, they tend to perpetuate their own values. Therefore, they retain their own resources, teach others their own skills and convey their own values, which promotes the Work-Family Facilitation. (2)Because individuals are affected by the community, individuals build relationships and help others to strengthen their own emotional management and psychological flexibility and other personal resources, and then combine family support to strengthen the relationship between individuals and family members and their family atmosphere. (3)Personal resources interact with the contextual resources provided by the work and family fields to produce a spiral gain, so that the work and family fields can gain together in a dynamic mode.

摘要 i
Abstract ii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 3
第三節 解釋名詞 3
第二章 文獻探討 5
第一節 中高齡之工作價值 5
第二節 資源保存理論與工作家庭資源模型 14
第三節 工作家庭增益 24
第三章 研究設計 33
第一節 研究架構 33
第二節 研究方法 35
第三節 研究對象與抽樣方法 37
第四節 研究效度 38
第五節 研究倫理 39
第四章 研究結果與分析 41
第一節 世代性價值影響個人資源及工作家庭增益之概念 41
第二節 世代性價值影響個人資源及工作家庭增益之關聯性 59
第三節 世代性價值影響個人資源及工作家庭增益路徑 65
第五章 結論與建議 69
第一節 研究結論 70
參考文獻 76
附錄 83

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