中高齡職涯未來時間觀、職場成功老化和就業力之關係－探討工作要求與資源的調節式中介作用

在台灣即將邁入超高齡社會的現況下，中高齡人口的勞動參與率逐漸提升，但其就業力仍然比較容易衰退。從社會情緒選擇理論與資源保存理論出發，了解中高齡員工的心態轉換與資源流失會如何影響其職涯發展，此外再結合工作要求與資源理論，探討中高齡員工對工作要求和工作資源的知覺能否協助其職場成功，並且增進其就業力。本研究以443位台灣中高齡員工作為研究樣本，採用問卷法進行研究，發現職場成功老化在職涯未來時間觀與就業力之間具有中介作用，並在變項間有正向關係。此外，高工作資源能強化職涯未來時間觀與職場成功老化間之正向關係，促使中高齡員工更容易達成職場成功老化，並透過職場成功老化程度的改善，提升中高齡員工在勞動力市場上的就業力。最後，本研究建議未來可進一步將就業力區分為內部就業力及外部就業力進行研究，以及職涯未來時間觀對持續工作動機的影響機制進行探討。

關鍵字

職涯未來時間觀；職場成功老化；就業力；期望退休年齡；工作要求－資源模型

並列摘要

In the current state of entering a super-aged society in Taiwan, and despite that labor participation rates of the aging population are increasing, employability is still declining. This study adopts socio-emotional selectivity theory and resource theory to understand how aging employees' mentality changes and how resource loss affects the development of the workplace. In combination with job demand (JD) and job resource theory (JR), this study further explores whether aging employees' perception of JD and JR can help them develop successfully in the workplace and increase their employability. A questionnaire was sent to 443 aging employees to investigate this study topic. Results found that successful aging in the workplace has a mediation effect on the occupational future time perspectives (OFTP) and employability, and there is a positive relationship between these three variables. In addition, high job resources can enhance the positive relationship between the OFTP and successful aging at work (SAW), making it easier for aging employees to achieve SAW. Through the improvement of the degree of SAW, it further promotes the aging employees' employability in the labor market. The study concludes with management implications and future recommendations.

並列關鍵字

occupational future time perspectives ； successful aging at work ； employability ； expected retirement age ； job demands-resources model

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