本研究的目的是檢驗適用於65歲以上高齡工作者的持續工作動機。並按目的分類，作為台灣企業在65歲以上高齡工作者中參考價值的典範。為了方便65歲以上高齡工作者的管理，以及未來的工作動機發展，針對65歲以上高齡工作者進行了半結構式深度質化訪談。本研究的分析採用質性訪談法研究結果發現，對於65歲以上高齡工作者，可以可高他們持續工作動機的措施可歸納為四種類型：協助生涯發展、培養個人能力、改變工作方式、提供友善的工作環境。儘管分類結果的方向與以往的研究不同，但本研究將可以提供給台灣的企業針對65歲以上高齡工作者有哪些的誘因及方法用來增強高齡者持續工作的動機。;With the advancement of medical technology in Taiwan, the trend of population aging has become the primary topic of future related research, and the proportion of the aging workforce is also increasing year by year. The management of senior workers over the age of 65 is an issue that cannot be underestimated by Taiwanese companies today. However, the labor force participation rate of Taiwanese workers over the age of 65 remains low. There is also an urgent need to increase the labor force participation rate of workers over the age of 65.
The purpose of this study was to examine continued work motivation for older workers over the age of 65. And classified according to purpose, as a model of reference value of Taiwanese enterprises for senior workers over 65 years old. In order to facilitate the management of senior workers over 65 years old and the development of future work motivation, semi-structured in-depth qualitative interviews were conducted for senior workers over 65 years old. The analysis of this study adopts the qualitative interview method and found that, for senior workers over 65 years old, the measures that can increase their motivation to continue working can be classified into four types: assisting career development, cultivating personal abilities, changing work styles, providing Friendly working environment. Although the direction of the classification results is different from previous studies, this study will provide Taiwanese companies with what incentives and methods for senior workers over 65 years old to enhance their motivation to continue working.
