查詢結果分析
來源資料
頁籤選單縮合
題 名 | 美國高齡員工的工作動機=Work Motivation Among Older Employees |
---|---|
作 者 | 林月琴; | 書刊名 | 國立空中大學社會科學學報 |
卷 期 | 7 1999.05[民88.05] |
頁 次 | 頁71-92 |
分類號 | 542.7 |
關鍵詞 | 高齡員工; 工作動機; 工作訓練; 第二個生涯; 義工; Older employee; Aging worker; Work motivation; Work training; Second career; Volunteerism; |
語 文 | 中文(Chinese) |
中文摘要 | 成人教育工作者應該花更多的注意力在日漸形成的高齡員工重返工作場所的趨勢上。今天,第二個生涯規畫已經是一個熱門話題,因為人們傾向於從他們的第一個全時工作中早期退休,然後轉到部分時間的工作上,以便在他們還不是太老不能工作以前貢獻在他們生命中的最後一個生涯。所以從生理及心理上去瞭解高齡員工,對僱主來說是有必要的。而對於高齡員工而言,他們的工作動機被認為是與工作表現緊密結合在一起的。本文顯示了美國更多已經退休的高齡員工在各種不同理由下重回職場的實際情況,包括他們的工作態度、需求、在職場上的表現,與他們的意圖和貢獻。 研究者發現資深員工比起年輕的員工有一些優點,例如:他們比較投注於工作倫理,比較以他們的工作為傲,對金錢方面的獎賞較沒興趣,也對他人門的工作與投注在工作中比較有興趣等等。種種優點都讓僱主確信他們應該雇用高齡員工會有有效的工作表現。 面對現在很少全職的人會在六十五歲以後仍然期望從事全時工作的事實,我們必須知道超過五十五歲的人回到職場的數目卻在逐漸增加當中。無論如何,人們相信男人與女人都被他們的家庭生活事件深深影響,他們是否應決定在年紀較老時仍然在職場上。即使高齡員工回到職場可能對年輕的員工是好榜樣,但是僱主應該也要考慮把訓練高齡員工當成是一個重要的課題,尤其是當他們雇用那些高齡員工,也得到他們豐富的經驗的好處時。 因此,從目前對高齡員工工作情況的描述,包括他們為什麼要在退休之後額外工作幾年,本文勾勒出來一個清晰形貌,即對高齡員工訓練的必要,因為既然他們已經在職場上了。進一步來說,將來在工作與退休來說並不會有很清楚的分野,也會有更多已經退休的人會去當義工,以貢獻他們的時間、智慧與精力給這個社會。 |
英文摘要 | Adult educators should pay more attention to the growing trend that older workers increasingly return to the workplace. A second career planning is a hot topic nowadays because people tend to early retire from their first full-time job and then switch to a part-time job to contribute themselves in their final career before getting too old to work. Hence, to understand an aging worker from biological and psychological characteristics is necessary for employers. For the aging people, the motivation in the workplace is assumed to be connected with their job performance. The paper introduces American real situation that more retired people return to the workplace under different reasons, including their work attitudes, needs, and performance in the workplace as well as their intention and contribution. Researchers found senior employees have some merits than young employees. For examples, they are more committed to the work ethic, take greater pride in their work, are less interested in monetary rewards, have greater satisfaction with both their jobs and the work involved in them and so forth. Those beliefs confirm employers that they should hire an older worker to reach their anticipation that older workers could do their work effectively. Facing the fact that few married people currently working full time expect to engaged in full-time worker after 65, but it is still an increasing number of people return to workplace in their old age over 55. However, people believe both men and women are deeply influenced by their family life events to their late-life labor force decisions. The trend that aging people return to the workplace may be good models to those young workers, but employers should also take training older workers as an essential issue when they need to consider to hire those older workers and to take advantage of their rich experiences. Therefore, from the description of current working situation among older employees, including the reasons why they work more additional years after retirement, the paper also depicts a clear picture about the necessity of training for aging workers since they are already in the workforce. Furthermore, there may be no longer to be a neat boundary between work and retirement for workers in the future and there would be more retirees working as volunteers to contribute their time, intelligence, and energy to the society. |
本系統中英文摘要資訊取自各篇刊載內容。