因應臺灣邁入超高齡社會與勞動力老化的趨勢，中高齡工作者如何在職場中實現成功老化，成為企業與人才永續發展的關鍵。由於過往研究多將老化視為單一衰退的過程，未能涵蓋老化經驗中利得與損失並存的全貌。因此，本研究引用社會情緒選擇理論、選擇、最佳化與補償理論及資源保存理論，探討具備雙維度的「年齡相關變化意識」(包含利得與損失)如何影響中高齡員工的職場成功老化，並檢視「職業未來時間觀」在其中的中介機制，以及「感知年齡歧視」的調節與調節式中介作用。本研究採兩階段的問卷調查，以臺灣45歲以上的中高齡工作者為對象，共回收217份有效樣本。 研究結果顯示：年齡相關變化意識「利得」能直接且顯著地促進職場成功老化，而「損失」則完全透過縮減中高齡員工的「職業未來時間觀」來產生間接阻礙。此一結論表示，因年齡增長而獲得的智慧與經驗等內在心理資源具有高度韌性，能直接協助中高齡員工適應環境，並維持工作表現。而感知年齡歧視在利得路徑中的調節與調節式中介效果未獲支持。此外，感知年齡歧視在損失路徑的調節作用，呈現與原先預期相反的方向，推測是因中高齡員工在年齡歧視程度較高的工作環境中，已產生「預期性退縮」的心理防禦機制，使得年齡相關變化意識損失所帶來的邊際衝擊反而減弱，本研究將針對這些未獲得支持的假設進行討論。;In response to Taiwan′s transition into a super-aged society and the trend of an aging workforce， how middle-aged and older workers achieve successful aging at work (SAW) has become a key factor for the sustainable development of both enterprises and talent. Since previous research has predominantly viewed aging as a unidimensional process of decline， it has failed to capture the comprehensive picture of the aging experience where gains and losses coexist. Therefore， this study draws upon Socioemotional Selectivity Theory (SST)， Selection， Optimization， and Compensation (SOC) theory， and Conservation of Resources (COR) theory to explore how the dual-dimensional "Awareness of Age-Related Change" (AARC， including gains and losses) influences successful aging at work among older employees. It further examines the mediating mechanism of "Occupational Future Time Perspective" (OFTP) and the moderating as well as moderated mediation effects of "Perceived Age Discrimination". A two-wave questionnaire survey was conducted among older workers aged 45 and above in Taiwan， resulting in 217 valid samples. The results indicate that "AARC-Gains" directly and significantly promotes successful aging at work， while "AARC-Losses" indirectly impedes it entirely by reducing older workers′ occupational future time perspective. This conclusion suggests that internal psychological resources acquired through aging， such as wisdom and experience， possess high resilience， directly assisting older workers in adapting to their environment and maintaining work performance. However， the moderating and moderated mediation effects of perceived age discrimination in the gains pathway were not supported. Additionally， the moderating effect of perceived age discrimination in the losses pathway was opposite to original expectations. This is presumably because older workers in environments with high levels of age discrimination have already developed a psychological defense mechanism of "anticipatory withdrawal，" which subsequently weakens the marginal impact of AARC-Losses. This study provides a detailed discussion regarding these unsupported hypotheses.
