隨著生育率下降與提早退休的趨勢,勞動人口結構正產生了變化,近十年中,臺灣40至54歲工作者佔總勞動人口由34%升至37%,中年工作者在工作場所佔比重逐漸提高,因此,中年工作者相關議題日益受到重視,以往人力資源策略對於中年員工管理,經常對於其績效管理、甄選與訓練等方面投以關注,甚少由中年工作者自身的各項主觀或客觀感受觀察,現代生活似乎無法避免壓力,而且角色壓力、健康壓力和就業力與工作績效有密切的關係,中年工作者在職場發生退縮傾向,可能降低工作績效,透過中年工作者自身觀點,針對他們的角色壓力、健康壓力與就業力造成退縮傾向,進行深入的研究,從而發展有效的人力資源管理策略,促使組織更具能力因應快速變化的環境。本研究以40至54歲之全職工作者為研究母體並回收有效問卷205份進行驗證,實證結果發現:健康壓力、角色壓力與中年工作者的職場退縮傾向呈正向關係,就業力與職場退縮傾向呈負向關係。
By the trend of decreasing baby-bust and early-retirement, the labor force structure has changed. The middle-age workers will become prevalent in the work place. The impact of middle-age workforce raises the height-light issuers facing employees today. Attention is mainly given to the human resource policies which may impact middle-age workers such as performance management, selection and training, etc. Less research has focused on attitudes toward held by middle-aged adults themselves. The stress seems an inescapable part of modern life. The role stress, health stress and employability are negative to job performance. Withdrawal behaviors refer to a set of attitudes and will be less participative. The middle-age workers' withdrawal intention is costly and result in decreased performance. This research aims to explore on middle-age workers and withdrawal intention in depth in order to development the best human resource practices.