我國將於2025年進入「超高齡社會」，預估青壯人力將嚴重短缺，且我國中高齡勞動參與率遠低於鄰國日、韓，中高齡勞動力無法有效運用，我國政府已於2021年立法保障中高齡者就業，但仍需透過企業組織人力資源規劃及中高齡工作者共同努力，逐漸消弭職場年齡歧視負面標籤，逐步提昇中高齡者的勞動參與率，讓中高齡者也能老有所「用」。
本研究使用職涯未來時間觀為自變項，職場成功老化五項構面為中介變項，內部就業力為依變項作為研究架構模型，以中高齡者的職涯未來時間觀探討如何透過職場成功老化，進而提昇內部就業力，讓中高齡者願意持續在企業內部工作。
研究樣本來自臺灣地區45歲至65歲共433位中高齡者，採用問卷法進行研究，研究結果，職場成功老化的五個構面（適應性與健康、正向關係、職涯成長、個人安全、持續專注實現並達成個人目標）個別在職涯未來時間觀及內部就業力間具有中介作用。如將五個構面共同分析，則其中二個構面中介效果消失，僅餘職涯成長、個人安全、持續專注實現並達成個人目標等三個構面仍有中介作用，故建議企業在時間及資源成本有限下，可依照企業發展及策略優先以這三個構面展開人力資源規劃，期待本研究結果可提供企業參考運用，協助內部中高齡工作者願意在組織持續工作，避免提早退休或離開職場，開發個人潛力，持續成長，找到並實踐個人目標，逐步提昇中高齡勞動參與率，讓臺灣在超高齡社會來臨前做好準備。

Taiwan will become a "Super-aged society " in 2025. It is estimated that there will be a serious shortage of youth labor force by then. Moreover, the labor force participation rate of aging employees in Taiwan is lower than that of Japan and South Korea, which indicates that such labor force is not deployed effectively. Though the government of Taiwan has guaranteed employment opportunities for the aging employees in 2021 through legislation, the support from enterprises is needed such as human resources plans designed for those employees. This is to eliminate age discrimination gradually and improve the labor force participation rate of aging employees. As a result, aging employees will still be able to contribute to the organization, as well as the society.
This study uses Occupational future time perspective (OFTP) as an independent variable, the five dimensions of Successful aging at work (SAW) are intermediary variables, the employability is the dependent variable, which is the research framework model. This paper uses OFTP to explore how to achieve SAW to enhance the internal employability. Let aging employees be willing to continue to work in the enterprise.
A total of 433 samples were collected, the age ranged from 45 to 65, using questionnaire method. The results show that the five dimensions of SAW (Adaptability and health, Positive relationships, Occupational growth, Personal security, Continued focus and achievement of personal goals) play a mediating role between OFTP and internal employability. If the five dimensions are analyzed together, the mediating effect of two dimensions disappears, and only “Occupational growth”,” Personal security” and “Continued focus and achievement of personal goals” have mediating effect. Under the limited time and resource cost, enterprises should give priority to three dimensions of human resources planning according to the organizational development and strategy. It is expected that the results of this study can provide reference for enterprises to assist aging employees to continue their work in the organization. Furthermore, developing personal potential and keeping the career growth might avoid the early retirement or leaving the workplace the labor force participation rate of aging employees will increase gradually once they find their personal goals and try to achieve accordingly. Employers in Taiwan are suggested to be ready for the " Super-aged society ".

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