近年來台灣人口結構改變，2061年高齡員工預計佔總工作人口總數的27%。企業組織在不久的將來將要面對大量高齡員工退休導致勞動力不足的問題。如何激勵高齡員工繼續留在企業組織內貢獻其知識及經驗成為當今重要的議題之一。
本研究因此奠基在社會情緒選擇理論之上，以高齡員工的未來時間觀為自變項，並以認知職涯未來機會作為中介變項，建立了調節式中介模型，探討高齡員工知覺人力資源管理方案如何改變認知職涯未來機會與持續工作動機之間的關係，進而影響未來時間觀對持續工作動機的間接效果。
本研究以45歲(含)以上高齡員工為研究對象，以立意及便利抽樣的方式發放問卷，並以發放兩階段問卷的方式避免共同方法變異，最終有效樣本數為208份。研究結果發現，高齡員工之未來時間觀與持續工作動機成正向相關，且認知職涯未來機會在其中起到完全中介作用。並且，高齡員工知覺高度的「降低工作上的要求」、「提供工作外的資源」的人資方案具有削弱認知職涯未來機會與持續工作動機之間的正向關係的調節效果，並進一步通過調節式中介作用削弱未來時間觀通過認知職涯未來機會影響持續工作動機的正向間接效果。

The current population structure of Taiwan is changing, it is estimated by the year 2061 the percentage of aging employees in Taiwan will account for more than 27% of the total working population. There will be a big problem of future labor shortages that companies will have to address when their current employees retire. It is therefore very important for these companies to understand what they can do to encourage aging employees to continue to work whilst also continuing to contribute with their vast knowledge and experiences.
This research used future time perspective as an independent variable, and used the perception of future career opportunities as a mediate variable, to create a moderation mediated model. This model allowed us to examine how the perception of HR practices for older workers would affect the relationship between the perception of future career opportunities and the motivation of continue working, and thus influence the indirect relationship between the future time perspective and the motivation to continue working.
We obtained a total of 208 samples of which were equal to or above 45 years of age. The research results show that there is a positive relationship between the future time perspective and the motivation to continue working, as well as a fully mediated effect of perception of future career opportunities. Furthermore, when aging employees perceived more HR practices which reduce their work demands, the positive relationship between perception of future career opportunities and the motivation to continue working would be weaker, thus weakening the indirect relationship between the future time perspective and the motivation to continue working, through the perception of future career opportunities.

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