隨著全球與台灣人口高齡化及勞動力短缺問題日益嚴峻，如何有效提升中高齡工作者的勞動參與率並促進其「職場成功老化」(Successful Aging at Work， SAW) 已成為企業人力資源管理的核心議題。本研究結合社會情緒選擇理論與資源保存理論，探討中高齡工作者的工作能力如何影響其職場成功老化，與職涯未來時間觀在當中起到的中介作用，同時探討感知年齡歧視的調節與調節式中介效果。本研究針對台灣 45 歲以上仍在職的全職工作者進行兩階段問卷調查，以降低共同方法變異 (CMV) 之影響，最終取得 224 份有效樣本。 實證結果顯示：(1) 職涯未來時間觀在工作能力與職場成功老化之間扮演顯著的部分中介角色，工作能力可透過提升職涯未來時間觀進而促進職場成功老化；(2) 感知年齡歧視顯著調節工作能力與職涯未來時間觀之間的關係，當員工感受到的年齡歧視越高，工作能力對職涯未來時間觀的正向影響會顯著減弱；(3) 感知年齡歧視亦顯著干擾了整段中介歷程，亦即在高感知年齡歧視的環境下，工作能力透過職涯未來時間觀影響職場成功老化的正向間接效果會隨之遞減。 本研究結果提供了中高齡工作者工作能力、職涯未來時間觀與職場成功老化之間關係的實證參考。實務上亦建議企業在維持中高齡工作者之工作能力的同時，應致力消除職場年齡歧視，營造跨世代包容的友善環境，以有效提升其對職涯未來的正向預期，最終落實中高齡人力的永續發展與職場成功老化。;As population aging and labor shortages become increasingly severe globally and in Taiwan， effectively enhancing the labor participation rate of middle-aged and older workers and promoting their "Successful Aging at Work" (SAW) has become a core issue in corporate human resource management. Drawing on Socioemotional Selectivity Theory and Conservation of Resources Theory， this study investigates how the work ability of middle-aged and older workers affects their successful aging at work， the mediating role of occupational future time perspective (OFTP) in this relationship， as well as the moderating and moderated mediation effects of perceived age discrimination. To mitigate the impact of common method variance (CMV)， this study conducted a two-wave questionnaire survey targeting full-time employees aged 45 and above in Taiwan， eventually obtaining 224 valid samples. Empirical results show that: (1) occupational future time perspective plays a significant partial mediating role between work ability and successful aging at work; work ability can promote successful aging at work by enhancing employees′ occupational future time perspective; (2) perceived age discrimination significantly moderates the relationship between work ability and occupational future time perspective. When employees perceive higher age discrimination， the positive impact of work ability on occupational future time perspective is significantly weakened; (3) perceived age discrimination also significantly interferes with the entire mediation process， indicating a moderated mediation effect. Specifically， in an environment with high perceived age discrimination， the positive indirect effect of work ability on successful aging at work through occupational future time perspective diminishes. The findings of this study provide empirical evidence regarding the relationships among work ability， occupational future time perspective， and successful aging at work among older workers. From a practical perspective， organizations may consider not only maintaining and enhancing the work ability of older employees， but also cultivating an age-friendly and intergenerationally inclusive work environment that supports positive expectations toward future career development. Such efforts may contribute to sustainable career development and successful aging at work.
