高齡化現象是二十一世紀全球人口結構的趨勢，企業組織也開始面臨勞動力人口不足的問題。要如何激勵優秀的中高齡員工繼續留任組織內貢獻其知識及經驗成為當今重要的議題之一。因此本研究奠基在社會情緒選擇理論及資源保存理論之上，並以適用中高齡人力資源管理措施作為調節變項來探討未來時間觀與工作動機之間的關聯性。

本研究針對國內各產業，包含一般製造業、高科技製造業、金融及保險業、服務業及其他等；研究對象則囊括各年齡層、職位與公司年資分兩階段發放750份，最終回收有效樣本數為527份。研究發現，未來時間觀確實與持續工作動機、追求機會動機及工作成長動機具有正向關係，並且加入適用的人力資源管理措施也會對於持續工作動機及追求機會動機產生顯著的調節效果。

The aging phenomenon is the trend of global population structure in twenty-first Century, and the organization of enterprises is also facing the problem of insufficient labor force. How to motivate good middle-aged and aged employees to continue to contribute their knowledge and experience staying in the organizations has become one of the important topics of today. Therefore, the research is based on the Socioemotional selectivity theory and Theory of Conservation of Resource (COR) and the relevance of the future time perspective to the work motivation is discussed by using age-related HR practices as the moderator.

The major targeted industries of the research include general manufacturing, high-tech manufacturing, finance and insurance, service industry and others. Seven hundred and fifty questionnaires were issued in two-stage process by age, position and company's seniority, and the final valid sample is 527. The results of the study show that the future time perspective has a positive relationship with continue to work, focus on opportunities and work growth, and the age-related human resource practices will also have a significant moderating effect between future time perspective and motivation of continue to work and focus on opportunities.

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