隨著台灣邁入超高齡社會，且人工智慧（AI）技術飛速重塑職場，如何協助中高齡勞動力應對科技變革並維持內部感知就業力，已成為企業人力資源管理的重要課題。本研究以工作要求與資源理論及資源保存理論，探討中高齡員工的 AI 意識如何影響其內部感知就業力，並驗證情緒耗竭的中介作用，以及檢驗職涯適應力在該路徑中的調節效果。本研究以台灣336位來自各產業、且45 歲以上在職工作者為研究對象，使用問卷法進行研究，研究發現情緒耗竭在AI意識與內部感知就業力之間具有完全中介作用；而職涯適應力在情緒耗竭與內部感知就業力路徑中具有顯著負向調節效果，結果與預期相反。高職涯適應力者因更積極關注與投入 AI 學習，可能因意識到技術取代的威脅與資訊超載，更容易產生資源損失螺旋，導致對自身價值的評價趨於保守。根據研究結果，本研究提出相關管理意涵：企業不應僅依賴員工個人的適應力，應從組織層面提供系統性支持。實務上建議透過變革領導、提供與日常工作緊密結合的 AI 協作訓練，並授權中高齡員工進行工作重塑，發揮其「晶體智力」優勢，以緩解科技變革帶來的心理壓力，維持組織內的永續發展。;As Taiwan transitions into a super-aged society and AI technology reshapes the workplace， helping middle-aged and older workers maintain perceived internal employability is crucial for corporate human resource management. Grounded in Job Demands-Resources and Conservation of Resources theories， this study explores how AI awareness among these employees affects their perceived internal employability， examining the mediating role of emotional exhaustion and the moderating effect of career adaptability. Via a questionnaire survey， this study sampled 336 employed workers aged 45 and above across various industries in Taiwan. The results indicate that emotional exhaustion fully mediates the relationship between AI awareness and perceived internal employability. Notably， contrary to expectations， career adaptability significantly and negatively moderates the path from emotional exhaustion to perceived internal employability. Highly adaptable individuals， due to their active engagement in AI learning， are more prone to a resource loss spiral triggered by threats of technological replacement and information overload， leading to conservative self-evaluations. Consequently， organizations should not rely solely on individual adaptability but must provide systemic support. Practically， companies should employ transformational leadership， offer work-integrated AI training， and empower older employees to engage in job crafting. This leverages their "crystallized intelligence" to alleviate psychological pressure and sustain organizational development.
