本研究根據生涯發展理論中的「選擇、最適化與補償模式」（SOC）策略，探討其對員工工作動機的影響，並檢視組織實施中高齡人力資源管理措施是否具有調節效果。
研究結果顯示員工使用SOC策略與持續工作動機、追求機會動機和工作成長動機呈現正向相關；中高齡人力資源管理措施在追求機會動機、工作成長動機具有調節作用。

In this study, we applies life span theories, such as the selection, optimization and compensation model (SOC) strategies to analyze significant impacts on work motivation, and explore the possibility of moderation effect of age-related human resource management practices.
The results of this study show that ：（1）SOC strategies have a positive relationship with work motivations (e.g. continue to work, focus on opportunities, work growth,).（2）The middle-aged human resource management practices have a moderation effect between the focus on opportunities and motivation of work growth.

一、 中文資料
〔1〕 林麗惠，「台灣高齡㈻ 習者成功老化之研究」，人口學刊，第33期，133-170頁，民國九十五年。
〔2〕 徐慧娟、張明正，「臺灣老人成功老化與活躍老化現況：多層次分析」，台灣社會福利學刊，3 (2)，1-36頁，民國九十三年。
〔3〕 陳佳雯、張妤玥、 陸洛，「老了，就不中用了? 灣高齡者最適老化之歷程探究」，台灣社會福利學刊，第40期，87-140頁，民國一零二年。
〔4〕 陳侑廷，「員工未來時間觀與工作動機之關聯探討-以認知與年齡有關人力資源管理措施為調節變項」，國立中央大學，碩士論文，民國一零四年。
〔5〕 黃延慶，「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」，國立中央大學，碩士論文，民國一零五年。
〔6〕 楊盈芝，「選擇, 最適化與補償模式策略與工作動機的關係—以認知與年齡有關人力資源管理措施為調節變項」，國立中央大學，碩士論文，民國一零四年。
〔7〕 盧春安，「連鎖便利商店門市員工的工作特性與工作滿足及留任意願之關聯性研究-以內在工作動機為調節效果」，東吳大學，碩士論文，民國一零六年。
〔8〕 顏兆農，「中高齡退休專業人力再運用之研究--以企業需求為導向」，國立政治大學，碩士論文，民國一零五年。 
二、英文資料
〔1〕 Amabile, T., Hill, K., Hennessey, B., & Tighe, E., "The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations." Journal of personality and social psychology, 66(5), pp 950. 1994.
〔2〕 Armstrong‐Stassen, M., "Organisational practices and the post‐retirement employment experience of older workers." Human Resource Management Journal, 18(1), pp 36-53. 2008.
〔3〕 Armstrong‐Stassen, M., & Ursel, N., "Perceived organizational support, career satisfaction, and the retention of older workers." Journal of occupational and organizational psychology, 82(1), pp 201-220. 2009.
〔4〕 Armstrong, M.,A handbook of human resource management practice, Vol. Trans., Ed.^Eds.), ed., Kogan Page Publishers, 2006.
〔5〕 Arthur, J., "Effects of human resource systems on manufacturing performance and turnover." Academy of management journal, 37(3), pp 670-687. 1994.
〔6〕 Bal, M., Kooij, D., & De Jong, S., "How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC strategies." Journal of Management Studies, 50(4), pp 545-572. 2013.
〔7〕 Baltes, B., & Heydens-Gahir, H., "Reduction of work-family conflict through the use of selection, optimization, and compensation behaviors." Journal of Applied Psychology, 88(6), pp 1005. 2003.
〔8〕 Baltes, P., & Baltes, M., "Psychological perspectives on successful aging: The model of selective optimization with compensation." Successful aging: Perspectives from the behavioral sciences, 1(1), pp 1-34. 1990.
〔9〕 Baltes, P., Baltes, M., Freund, A., & Lang, F., "Measurement of selective optimization with compensation by questionnaire." Berlin: Max Planck Institute for Human Development, pp., 1995.
〔10〕 Baltes, P., Reese, H., & Lipsitt, L., "Life-span developmental psychology." Annual review of psychology, 31(1), pp 65-110. 1980.
〔11〕 Barney, J., "Firm resources and sustained competitive advantage." Journal of management, 17(1), pp 99-120. 1991.
〔12〕 Carstensen, L., & Lang, F., "Future orientation scale." Unpublished manuscript, Stanford University, pp., 1996.
〔13〕 de Lange, A., Van Yperen, N., Van der Heijden, B., & Bal, M., "Dominant achievement goals of older workers and their relationship with motivation-related outcomes." Journal of vocational behavior, 77(1), pp 118-125. 2010.
〔14〕 Deci, E., & Ryan, R., "Intrinsic Motivation and Self-Determination in Human Behaviour Plenum New York." pp., 1985.
〔15〕 Donnellan, C., "The Baltes’ model of successful aging and its considerations for Aging Life Care™/geriatric care management." pp., 2015.
〔16〕 Dweck, C.,Self-theories: Their role in motivation, personality, and development, Vol. Trans., Ed.^Eds.), ed., psychology press, 2013.
〔17〕 Glass, T., "Assessing the success of successful aging." Annals of Internal Medicine, 139(5_Part_1), pp 382-383. 2003.
〔18〕 Guest, D., "Human resource management, corporate performance and employee wellbeing: Building the worker into HRM." The journal of industrial relations, 44(3), pp 335-358. 2002.
〔19〕 Guest, D., "Human resource management and performance: still searching for some answers." Human Resource Management Journal, 21(1), pp 3-13. 2011.
〔20〕 Harel, G., & Tzafrir, S., "The effect of human resource management practices on the perceptions of organizational and market performance of the firm." Human resource management, 38(3), pp 185-199. 1999.
〔21〕 Husman, J., & Lens, W., "The role of the future in student motivation." Educational psychologist, 34(2), pp 113-125. 1999.
〔22〕 Husman, J., & Shell, D., "Beliefs and perceptions about the future: A measurement of future time perspective." Learning and Individual Differences, 18(2), pp 166-175. 2008.
〔23〕 Jopp, D., & Smith, J., "Resources and life-management strategies as determinants of successful aging: On the protective effect of selection, optimization, and compensation." Psychology and aging, 21(2), pp 253. 2006.
〔24〕 Kanfer, R., Beier, M., & Ackerman, P., "Goals and motivation related to work in later adulthood: An organizing framework." European Journal of Work and Organizational Psychology, 22(3), pp 253-264. 2013.
〔25〕 Kinnie, N., Hutchinson, S., Purcell, J., Rayton, B., & Swart, J., "Satisfaction with HR practices and commitment to the organisation: why one size does not fit all." Human Resource Management Journal, 15(4), pp 9-29. 2005.
〔26〕 Kooij, D., Bal, M., & Kanfer, R., "Future time perspective and promotion focus as determinants of intraindividual change in work motivation." Psychology and aging, 29(2), pp 319. 2014.
〔27〕 Kooij, D., De Lange, A., Jansen, P., & Dikkers, J., "Older workers' motivation to continue to work: Five meanings of age: A conceptual review." Journal of managerial psychology, 23(4), pp 364-394. 2008.
〔28〕 Kooij, D., De Lange, A., Jansen, P., Kanfer, R., & Dikkers, J., "Age and work‐related motives: Results of a meta‐analysis." Journal of Organizational behavior, 32(2), pp 197-225. 2011.
〔29〕 Lawler, E., & Hall, D., "Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation." Journal of Applied Psychology, 54(4), pp 305. 1970.
〔30〕 Likert, R., "A technique for the measurement of attitudes." Archives of psychology, pp., 1932.
〔31〕 Lord, R., "Empirical Evaluation of Classical Behavioral Theories with Respect to the Motivation of Older Knowledge Workers: A Dissertation." University of Alabama in Huntsville, 2004.
〔32〕 Paul, R., & Townsend, J., "Managing the older worker—Don't just rinse away the gray." The Academy of Management Executive, 7(3), pp 67-74. 1993.
〔33〕 Rabl, T., "Age, discrimination, and achievement motives: A study of German employees." Personnel Review, 39(4), pp 448-467. 2010.
〔34〕 Rowe, J., & Kahn, R., "Successful aging." The gerontologist, 37(4), pp 433-440. 1997.
〔35〕 Shacklock, K., Brunetto, Y., & Nelson, S., "The different variables that affect older males' and females' intentions to continue working." Asia Pacific Journal of Human Resources, 47(1), pp 79-101. 2009.
〔36〕 Zacher, H., & Frese, M., "Remaining time and opportunities at work: Relationships between age, work characteristics, and occupational future time perspective." Psychology and aging, 24(2), pp 487. 2009.
〔37〕 Zacher, H., & Frese, M., "Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies." Journal of Organizational behavior, 32(2), pp 291-318. 2011.