隨著全球人口高齡化與AI技術普及，中高齡員工在數位轉型下所面臨的職涯衝擊備受關注。本研究整合工作要求與資源理論及資源保存理論，探討中高齡員工之AI意識（即對AI技術取代威脅之感知）對其退休意圖的影響機制，並深入檢視工作活力在其中的心理轉變過程，以及個人AI知識如何發揮資源緩衝作用，調節技術威脅對心理能量及行為意向的衝擊。 本研究採兩階段問卷調查，針對台灣336位45歲以上在職受雇者之有效問卷進行分析。研究發現中高齡員工感知到的AI意識會顯著降低其工作活力，且工作活力在AI意識與退休意圖間具有完全中介效果，意味技術威脅並非直接導致退休，而是先透過耗損個體的心理能量（工作活力），進而促使其產生提前退休的意圖。此外，AI知識有效緩衝AI意識對工作活力之負面影響，同時，AI知識亦在AI意識透過工作活力進而影響退休意圖之過程中有調節式中介效果。最後，本研究揭示AI威脅影響中高齡員工退休決策的心理機制，從而豐富相關領域文獻，期待研究結果能作為企業推動數位轉型的實務參考，建議企業除關注AI技術導入外，亦應重視中高齡員工工作活力之維持，並透過強化AI知識培訓與支持機制，降低其技術不安感，進而促進其持續留任與職涯永續發展。;With the global aging population and the rapid diffusion of artificial intelligence (AI)， the career challenges faced by middle-aged and older employees in the context of digital transformation have received increasing attention. Drawing on the Job Demands-Resources theory and Conservation of Resources theory， this study examines how AI awareness， defined as employees’ perceived threat of AI-driven job replacement， affects retirement intention. Specifically， this study investigates the mediating role of thriving at work as a key psychological mechanism， as well as the moderating role of AI knowledge as a cognitive resource that buffers the impact of technological threats. Data were collected from 336 employed individuals aged 45 and above in Taiwan using a two-wave survey design. The results show that AI awareness significantly reduces employees’ thriving at work. Furthermore， thriving at work fully mediates the relationship between AI awareness and retirement intention， indicating that technological threats do not directly lead to retirement intention but instead operate through the depletion of psychological energy. In addition， AI knowledge significantly moderates the relationship between AI awareness and thriving at work， such that the negative impact of AI awareness is weaker among employees with higher levels of AI knowledge. Moreover， a moderated mediation effect is observed， suggesting that the indirect effect of AI awareness on retirement intention via thriving at work varies depending on the level of AI knowledge. Overall， this study contributes to the literature by uncovering the psychological mechanism through which AI-related threats influence retirement decisions among middle-aged and older employees. Practically， the findings suggest that organizations should not only focus on AI implementation but also invest in enhancing employees’ AI knowledge and sustaining their psychological energy， thereby reducing technology-induced retirement tendencies and promoting workforce sustainability.
