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研究生： 許淑真
Shu-Chen Hsu
論文名稱： 年齡相關變化意識、時間觀以及中高齡工作者持續工作動機之關聯性—一項調節式中介模型的探討
The Relationship between Age-Related Change in Awareness, Time Perspective, and the Motivation to Continue Working among Middle-Aged and Older Workers: An Exploration of a Moderated Mediation Model
指導教授： 林文政
Wen-Jeng Lin
口試委員:
學位類別： 碩士
Master
系所名稱： 管理學院 - 人力資源管理研究所在職專班
Executive Master of Human Resource Management
論文出版年： 2024
畢業學年度： 112
語文別： 中文
論文頁數： 73
中文關鍵詞： 年齡相關變化意識（AARC） 、持續工作動機 、未來時間觀 、過去積極時間觀
外文關鍵詞： Awareness of Age-Related Change (AARC), Continuous Work Motivation, Future Time Perspective, Past -Positive Time Perspective
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    • 隨著人口老化，企業面臨嚴峻的勞動力短缺挑戰。中高齡員工作為勞動力市場的重要組成部分，其工作意願和留任動機對於企業的發展至關重要。本研究探討中高齡員工年齡相關變化意識利得、損失與持續工作動機之間的關係，並進一步探討未來時間觀中介效果以及過去積極時間觀在其中的調節作用。
    研究結果表明，年齡相關變化意識利得與持續工作動機呈正向相關，而年齡相關變化意識損失則與持續工作動機呈負向相關。未來時間觀支持部分中介作用。此外，研究發現過去積極的時間觀並未對未來時間觀與持續工作動機之間的關係產生調節作用。
    本研究強調中高齡員工年齡相關變化意識對其持續工作動機的影響，並揭示未來時間觀在其中的部份中介作用。研究結果為企業制定針對中高齡員工的人力資源管理策略提供了實證依據，有助於提高中高齡員工的留任率，促進企業的發展。

    As the population ages, enterprises face the severe challenge of labor shortages. Middle-aged and older employees are a crucial part of the labor market, and their willingness to work and motivation to stay are vital for the development of enterprises. This study explores the relationship between age-related awareness of gains and losses and continuous work motivation among middle-aged and older employees. It further investigates the mediating effect of future time perspective and the moderating effect of past positive time perspective.
    The research findings indicate that age-related awareness of gains is positively correlated with continuous work motivation, while age-related awareness of losses is negatively correlated with continuous work motivation. Future time perspective partially mediates this relationship. Additionally, the study finds that past positive time perspective does not moderate the relationship between future time perspective and continuous work motivation.
    This study emphasizes the impact of age-related awareness on the continuous work motivation of middle-aged and older employees and reveals the partial mediating role of future time perspective. The findings provide empirical evidence for enterprises to develop human resource management strategies for middle-aged and older employees, which can help improve their retention rates and promote the development of enterprises.

    目錄 中文摘要 I ABSTRACT III 目錄 V 圖目錄 VII 表目錄 VII 第一章 緒論 1 1-1研究背景 1 1-2 研究動機與目的 2 第二章 文獻探討 9 2-1 社會情感選擇性理論 9 2-2 持續工作動機 11 2-3 年齡相關變化意識 14 2-4 未來時間觀 17 2-5 過去積極時間觀 20 2-6 中高齡工作者在年齡相關變化意識與持續工作動機的關聯 21 2-7 未來時間觀在年齡相關變化意識與持續工作動機的中介效果 24 2-8 過去積極時間觀在年齡相關變化意識、未來時間觀、持續工作動機的調節及調節式中介效果 28 第三章 研究方法 30 3-1 研究架構 30 3-2 研究對象樣本與資料蒐集 31 3-3 研究工具 32 3-3-1 持續工作動機 33 3-3-2 年齡相關變化意識利得 33 3-3-3 年齡相關變化意識損失 34 3-3-4 未來時間觀 34 3-3-5 過去積極時間觀 34 3-3-6 控制變項 35 第四章 研究結果 36 4-1 資料來源與樣本特性 36 4-2 信度與效度分析 38 4-2-1 信度分析 38 4-2-2 收斂效度 38 4-2-3 區辨效度 39 4-3 驗證性因素分析 40 4-4 相關分析 41 4-5 假設檢定 42 4-5-1年齡相關變化意識與持續工作動機相關性、未來時間觀中介效果 42 4-5-2 過去積極時間觀的調節與調節式中介效果 44 第五章 結論與建議 47 5-1 研究結論與討論 47 5-2 研究貢獻 51 5-3 管理意涵 52 5-4 研究限制及未來建議 54 參考文獻 57 圖目錄 圖1工作年齡人口 1 圖2成年後期與工作目標和決定因素的組織框架 13 圖3研究架構圖 30 表目錄 表1 年齡相關變化意識維度概述表 17 表2樣本特性分析表 37 表3 組合信度分析表 38 表4 收斂效度分析表 39 表5 區辨效度分析表 40 表6-1 驗證性因素分析表 40 表6-2 驗證性因素分析表 41 表7 相關性分析表 42 表8-1 未來時間觀的中介效果以年齡相關變化意識利得為自變項 43 表8-2 未來時間觀的中介效果以年齡相關變化意識損失為自變項 44 表9 過去積極時間觀的調節效果 45 表10-1 過去積極時間觀調節式中介效果以年齡相關變化意識利得為自變項 46 表10-2 過去積極時間觀調節式中介效果以年齡相關變化意識損失為自變項 47 表11 研究結果彙整表 48

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