人力資源不僅是組成組織的重要基礎，還是組織運作的主要驅動來源。對於組織經營來說，員工是最重要的奠基石，也是提升競爭力的核心。然而，以台灣的勞動市場發展而言，歸因於日益嚴峻的人口高齡化（population ageing）現象和少子化（low fertility rate）問題，已連帶造成整體勞動人口逐漸減少和勞動力短缺困境，而其中關鍵來自大量員工選擇提前離開職場或退休。因此，如何設法增加在職員工的持續工作動機，已成為各組織、公司和政府最為關心的議題。
本研究由適配理論的觀點出發，同時探討個人與工作適配、個人與組織適配、個人與主管適配對持續工作動機的關聯性和影響程度；同時，比較三種適配面向的影響力大小和重要性程度。最後進一步深入討論工作成長動機的中介效果程度。本研究主要分析目標訂為年滿45歲之在職員工，採用問卷調查法蒐集數據資料，並採取隨機與兩階段發放方式。彙整過後有效問卷總計為346份，有效問卷回收率為62.9%。研究結果顯示，個人與組織適配、個人與工作適配和個人與主管適配對持續工作動機呈顯著正向相關。其中，個人與工作適配對持續工作動機的重要性相對較高。而工作成長動機推論皆具有部份中介效果。

Human resources are not only an important basis forming the organization, but also the main driving source of organizational operation. For organizational management, employees are the most important cornerstone and the core of improving competitiveness. However, in terms of the development of Taiwan's labor market, the problem attributed to the increasingly severe population ageing and low fertility rate has led to the gradual decline of the overall labor force and the shortage of labor. The key comes from the large number of people over the middle age who choose to leave the workplace early or retire. Therefore, how to increase the motivation of active employees aged and above has become the most concerned issue for organizations, companies and governments.

This study starts from the perspective of adaptation theory. At the same time, it explores the relevance and impact of personal and work adaptation, personal and organizational adaptation, and personal and leadership adaptation on continuous work motivation. At the same time, it compares the impact and importance of the three adaptation orientations. Finally, further discuss the degree of intermediary effect of work growth motivation. The main analysis goal of this study is to be on-the-job employees who have reached the age of 45. The questionnaire method is used to collect data, and adopts a random and two-stage distribution method. After the consolidation, the total number of valid questionnaires is 346, and the recovery rate of effective questionnaires is 62.9%. The research results show that there is a significant positive correlation between individuals and organizational adaptation, personal and work adaptation, and personal and supervisor adaptation pairs of continuous work motivation. Among them, personal and work adaptation are relatively important for continuous work motivation. The inference of work growth motivation has some intermediary effects.

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