根據國家發展委員會發布的《2020年版人口推計圖表彙編》顯示，至2070年時我國中高齡人力預估將佔總工作年齡人口的48.1%。企業需及早思考中高齡者的留用及相關的因應配套措施，提升中高齡者繼續留在組織貢獻知識和經驗的意願。本研究旨在探討中高齡者工作價值觀、知覺職涯停滯與持續工作動機之關係，以及知覺職涯停滯在工作價值觀與持續工作動機關係是否有中介效果？為了達到前述研究目的，本研究主要採用問卷調查法，針對45歲至65歲的臺灣中高齡正（專）職員工進行調查，總共回收393份有效問卷。主要採用描述性統計分析、相關分析、迴歸分析、以及驗證性因素分析等統計分析方法，獲得以下研究結論：一、中高齡者工作價值觀對持續工作動機有正向影響；二、中高齡者工作價值觀對知覺職涯停滯有負向影響；三、中高齡者知覺職涯停滯對持續工作動機有負向影響；四、中高齡者知覺職涯停滯在工作價值觀與持續工作動機關係有完全中介效果。依據前述研究結果，本研究認為企業應重視中高齡者的工作價值觀、職涯停滯的情形，並提出管理實務上的建議，作為落實中高齡者培訓和人力運用之參考。

As the working-age population decreases, aging workforce will make up a higher percentage of the labor market. According to the "Population Projection Chart Compilation for 2020" released by the National Development Council (Taiwan), it is estimated that by 2070, aging workforce in our country will account for 48.1% of the total working-age population. Faced with this significant change in the labor force structure in the future, companies need to start thinking about retention and related support measures for aging workforce, in order to enhance their willingness to continue contributing their knowledge and experience to the organization. In order to understand the working situation of aging workforce, this study aims to explore the relationship between their work values, perceived career plateauing, and motivation to continue working, as well as whether perceived career plateauing has a mediating effect on the relationship between work values and motivation to continue working. The research used an online questionnaire as a tool, and surveyed 393 valid questionnaires from 45 to 65-year-old Taiwanese full-time employees. The research found that: (1) aging workforce's work values have a positive impact on their motivation to continue working; (2) aging workforce's work values have a negative impact on their perceived career plateauing; (3) aging workforce's perceived career plateauing has a negative impact on their motivation to continue working; (4) perceived career plateauing has a complete mediating effect on the relationship between work values and motivation to continue working for aging workforce. Based on the results of this study, it is important for companies to pay attention to the work values and career plateauing of aging workforce as important issues for retaining this group of talents, implement training and human resource utilization for them, in order to promote their continued work motivation and effectiveness within the organization.

王叢桂（1993）。三個世代大學畢業工作者的價值觀。本土心理學研究，2，206-250。https://doi.org/10.6254/1993.2.206
王叢桂、羅國英（2009）。華人工作目的價值對個體面對生涯與家庭需求衝突時抉擇的影響。教育與心理研究，1（132），81-109。
王叢桂、羅國英（2010）。華人工作價值與工作契合度對工作滿意度與組織承諾度的影響。應用心理研究，48，199-238。
王叢桂、羅國英（2011）。工作目的價值觀的變與不變：十年之後。中華輔導與諮商，31，101-126。https://doi.org/10.7082/CJGC.201112.0102
全國法規資料庫（2019年12月4日）。中高齡者及高齡者就業促進法。https://law.moj.gov.tw/LawClass/LawAll.aspx?pcode=N0090055
朴英培、黃俊英、郭崑謨（1990）。工作價值觀、領導型態、工作滿足與組織承諾關係之研究－以韓國電子業為例。管理評論，9，53-87。https://doi.org/10.6656/MR.1990.9.CHI.53
吳明隆（2011）。SPSS統計應用學習實務：問卷分析與應用統計。易習圖書。
吳聰賢（1983）。農村青年職業興趣、工作價值與職業選擇關係之研究。行政院青年輔導委員會。
吳鐵雄、李坤崇、劉佑星、歐慧敏（1996）。工作價值觀量表之編製研究。行政院青年輔導委員會。
周俐君、林文政、李秉懿、黃美慈（2021）。中高齡員工持續工作動機之研究—探討知覺高齡相關人資方案的調節式中介作用。輔仁管理評論，28（3），1-36。
林怡君、黃能堂（2020）。員工工作價值觀、工作投入與離職傾向關係之研究。樹德科技大學，22（2），57-72。https://doi.org/10.29648/JSTU
林昌榮、李秋慧、鄧嘉宏（2022）。生涯停滯與工作滿足感之關係－人格特質的調節效果。管理資訊計算，11（1），301-311。https://doi.org/10.6285/MIC.202203_11(1).0024
洪敏莉（2012）。職涯高原認知對離職意圖的影響：組織承諾的中介效果。中華管理評論，15（1），1-26。
夏林清、游慧卿（1984）。工作價值觀問卷介紹與初步修訂報告。測驗與輔導，60，1030-1036。
國家發展委員會（2022）。人口推計圖表彙編2020年版。https://www.ndc.gov.tw/Content_List.aspx?n=81ECE65E0F82773F
張宏生、劉芷伶（2009）。旅館業工作授權設計與員工工作態度之探討-工作價值觀之干擾效果。餐旅暨家政，6（4），307-325。
莊璦嘉、林惠彥（2005）。個人與環境適配對工作態度與行為之影響。臺灣管理，5（1），123-148。https://doi.org/10.6295/TAMJ.2005.0501.05
許順旺、葉欣婷（2010）。國際觀光旅館員工工作價值觀、工作態度與工作績效之相關研究－以主管領導風格為干擾變項。企業管理，87，77 -110。
連淑君、管雪惠、薛應敏（2013）。海運承攬業員工工作價值觀、工作－家庭衝突與工作績效關聯性之研究。航運，22（2），61-83。
陳昌宗（2016）。海軍志願役潛水士官（兵）「工作價值觀」與「工作滿意度」之研究。勞動及職業安全衛生研究，24（1），77-101。
陳欽雨、呂博裕、鄭芷楡（2020）。社會變遷對企業聘用人力方式及招募人才條件之影響。管理實務與理論研究，14（2），27-46。
陳銘薰、洪敏莉（2009）。新聞記者職涯高原與專業高原對組織承諾與專業承諾的影響－組織承諾與專業承諾的中介效果。人力資源管理學報，9(3)，19-44。https://doi.org/10.6147/JHRM.2009.0903.02
勞動部（2021年11月25日）。中高齡及高齡勞動統計報告。勞動統計專網。https://www.mol.gov.tw/1607/2458/2494/43308/nodelist
曾琬華、黃貞芬、汪美香（2017）。臺灣高科技產業中知識工作者晉升停滯的剖析。企業管理，113，61-90。
程姿螢、張詠婷、宋曜廷（2016）。大專學生工作價值組合量表之編製及信效度研究。教育心理，48（1），91-112。https://doi.org/10.6251/BEP.20151020
黃同圳（1993）。青年勞工工作價值觀與組織向心力之研究。行政院青年輔導委員會。
黃春長、王維旎（2016）。臺灣中高齡勞動力分析之研究。勞動部勞動及職業安全衛生研究所。
楊承亮、賴佳坤（2017）。職涯停滯、光明心態與幸福感對工作績效之影響。習慣領域，8（2），47-81。https://doi.org/10.3966/199891212017090802003
廖婉鈞、林建廷（2017）。教師工作價值觀、知覺組織氣候與知覺職涯停滯之關係研究：以屏東縣國中教師為例。人文社會科學研究：教育類，11（4），66-89。https://doi.org/10.6618/HSSRP.2017.11(4)4
龍紫君（2018）。勞工背景、工作價值觀與對 [一例一休] 知覺的關聯性。環球科技人文，24，13-27。
謝琇玲、林惠敏、謝佳儒（2016）。工作價值觀對組織公民行為之影響─社會認定理論觀點。勞資關係論叢，18（1），35-61。
Adams, G. A., Prescher, J., Beehr, T. A., & Lepisto, L. (2002). Applying work-role attachment theory to retirement decision-making. The International Journal of Aging and Human Development, 54(2), 125-137. https://doi.org/10.2190/JRUQ-XQ2N-UP0A-M432
Allen, T. D., Russell, J. E. A., & Poteet, M. L. (1998). Attitudes of managers who are more or less career plateaued. Career Development Quarterly, 47(2), 159-172.
Allen, T. D., Russell, J. E. A., Poteet, M. L., & Dobbins, G. H. (1999). Learning and development factors related to perceptions of job content and hierarchical plateauing. Journal of Organizational Behavior, 20(7), 1113-1137.
American Association of Retired Persons (2002). Staying ahead of the curve: The AARP work and career study. https://assets.aarp.org/rgcenter/econ/d17773_multiwork_1.pdf
Armstrong-Stassen, M. (2008a). Organizational practices and the post‐retirement employment experience of older workers. Human Resource Management Journal, 18(1), 36-53. https://doi.org/10.1111/j.1748-8583.2007.00057.x
Armstrong-Stassen, M. (2008b). Human resource practices for mature workers-And why aren't employers using them? Asia Pacific Journal of Human Resources, 46(3), 334-352. https://doi.org/10.1177/1038411108091755.
Armstrong-Stassen, M., & Ursel, N. D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers. Journal of Occupational and Organizational Psychology, 82(1), 201-220.
Bal, P. M., Kooij, D. T., & De Jong, S. B. (2013). How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC strategies. Journal of Management Studies, 50(4), 545-572. https://doi.org/10.1111/joms.12028
Bal, P. Matthijs, & Visser, M. S. (2011). When are teachers motivated to work beyond retirement age? The importance of support, change of work role and money. Educational Management Administration & Leadership, 39(5), 590-602. https://doi.org/10.1177/1741143211408448
Bardwick, J. M. (1986). The plateauing trap: How to avoid it in your career and your life. American Management Association.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173
Barusch, A., Luptak, M., & Hurtado, M. (2009). Supporting the labor force participation of older adults: An international survey of policy options. Journal of Gerontological Social Work, 52(6), 584-599. https://doi.org/10.1080/01634370802609221
Bryman, A., & Cramer, D. (1997). Quantitative data analysis with SPSS for Windows: A guide for social scientists. Routledge.
Cable, D. M., & Judge, T. A. (1996). Person-organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67(3), 294-311. https://doi.org/10.1006/obhd.1996.0081
Chao, G. T. (1990). Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journal of Management, 16(1), 181-193. https://doi.org/10.1177/014920639001600113
Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Routledge. https://doi.org/10.4324/9780203771587
De Lange, A. H., Van Yperen, N. W., Van der Heijden, B. I., & Bal, P. M. (2010). Dominant achievement goals of older workers and their relationship with motivation-related outcomes. Journal of Vocational Behavior, 77(1), 118-125. https://doi.org/10.1016/j.jvb.2010.02.013
DeVellis, R. F. (1991). Scale development: Theory and applications. Sage.
Dose, J. J. (1997). Work values: An integrative framework and illustrative application to organizational socialization. Journal of Occupational and Organizational Psychology, 70(3), 219-240. https://www.proquest.com/docview/61590776/79378BFB69354378PQ/2?accountid=14228
Elizur, D. (1984). Facets of work values: A structural analysis of work outcomes. Journal of Applied Psychology, 69(3), 379-389. https://doi.org/10.1037/0021-9010.69.3.379
Elsass, P. M., & Ralston, D. A. (1989). Individual responses to the stress of career plateauing. Journal of Management, 15(1), 35-47. https://doi.org/10.1177/014920638901500104
Evans, M. G., & Gilbert, E. (1984). Plateaued managers: Their need gratifications and their effort‐performance expectations. Journal of Management Studies, 21(1), 99-108. https://doi.org/10.1111/j.1467-6486.1984.tb00226.x
Feldman, D. C., & Brett, J. M. (1983). Coping with new jobs: A comparative study of new hires and job changers. Academy of Management Journal, 26(2), 258-272. https://doi.org/10.2307/255974
Feldman, D. C., & Weitz, B. A. (1988). Career plateaus reconsidered. Journal of Management, 14(1), 69-80. https://doi.org/10.1177/014920638801400107
Ference, T. P., Stoner, J. A., & Warren, E. K. (1977). Managing the career plateau. Academy of Management Review, 2(4), 602-612.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.2307/3151312
Goldberg, B. (2000). Age works: What corporate America must do to survive the graying of the workforce. The Free Press.
Gould, S., & Penley, L. E. (1985). A study of the correlates of the willingness to relocate. Academy of Management Journal, 28(2), 472-478. https://doi.org/10.5465/256212
Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis (5th ed.). Macmillan.
Harris Interactive, Inc. (2000). Survey on lifelong learning. AARP Research. https://doi.org/10.26419/res.00215.001
Higgs, P., Mein, G., Ferrie, J., Hyde, M., & Nazroo, J. (2003). Pathways to early retirement: structure and agency in decision-making among British civil servants. Ageing and Society, 23(6),761-778. https://doi.org/10.1017/S0144686X03001326
Hofstetter, H., & Cohen, A. (2014). The mediating role of job content plateau on the relationship between work experience characteristics and early retirement and turnover intentions. Personnel Review, 43(3), 350-376. https://doi.org/10.1108/PR-03-2012-0054
Hu, C., Zhang, S., Chen, Y. Y., & Griggs, T. L. (2022). A meta-analytic study of subjective career plateaus. Journal of Vocational Behavior, 132, 103649. https://doi.org/10.1016/j.jvb.2021.103649
Jiang, Z. (2016). The relationship between career adaptability and job content plateau: The mediating roles of fit perceptions. Journal of Vocational Behavior, 95-96, 1-10. http://dx.doi.org/10.1016/j.jvb.2016.06.001.
Jiang, Z., Hu, X., & Wang, Z. (2018). Career adaptability and plateaus: The moderating effects of tenure and job self-efficacy. Journal of Vocational Behavior, 104, 59-71. http://dx.doi.org/10.1016/j.jvb.2017.10.006
Jin, J., & Rounds, J. (2012). Stability and change in work values: A meta-analysis of longitudinal studies. Journal of Vocational Behavior, 80(2), 326-339. https://doi.org/10.1016/j.jvb.2011.10.007
Kalleberg, A. L. (1977). Work values and job rewards: A theory of job satisfaction. American Sociological Review, 42, 124-143.
Kanfer, R., Beier, M. E., & Ackerman, P. L. (2013). Goals and motivation related to work in later adulthood: An organizing framework. European Journal of Work and Organizational Psychology, 22(3), 253-264. http://doi.org/10.1080/1359432X.2012.734298
Kooij, D. T., Jansen, P. G., Dikkers, J. S., & de Lange, A. H. (2014). Managing aging workers: A mixed methods study on bundles of HR practices for aging workers. The International Journal of Human Resource Management, 25(15), 2192-2212. https://doi.org/10.1080/09585192.2013.872169
Kooij, D., de Lange, A., Jansen, P., & Dikkers, J. (2008). Older workers' motivation to continue to work: five meanings of age: A conceptual review. Journal of Managerial Psychology, 23(4), 364-394. http://doi.org/10.1108/02683940810869015
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and Psychological Measurement, 30(3), 607-610.
Lentz, E. (2004). The link between the career plateau and mentoring-addressing the empirical gap. Unpublished Master’s thesis, University of South Florida.
Lin, Y. C., & Chen, A. S. Y. (2021). Experiencing career plateau on a committed career journey: A boundary condition of career stages. Personnel Review, 50(9), 1797-1819. https://doi.org/10.1108/PR-03-2020-0192
Locke, E. A. (1976). The nature and causes of job satisfaction. In M. D. Dunnette (Ed.). Handbook of industrial and organizational psychology, (pp. 1297-1343). Rand McNally.
Locke, E. A., & Taylor, M. S. (1990). Stress, coping, and the meaning of work. In A. P. Brief & W. R. Nord (Eds.). Meanings of occupational work (pp. 135-170). Lexington Books.
Lu, L., & Lin, G. C. (2002). Work values and job adjustment of Taiwanese workers. Research and Practice in Human Resource Management, 10(2), 70-76.
McCleese, C. S., & Eby, L. T. (2006). Reactions to job content plateaus: Examining role ambiguity and hierarchical plateaus as moderators. The Career Development Quarterly, 55(1), 64-76. https://doi.org/10.1002/j.2161-0045.2006.tb00005.x
Meglino, B. M., Ravlin, E. C., & Adkins, C. L. (1989). A work values approach to corporate culture: A field test of the value congruence process and its relationship to individual outcomes. Journal of Applied Psychology, 74(3), 424-432. https://doi.org/10.1037/0021-9010.74.3.424
Miller, M. F. (1974). Relationship of vocational maturity to work values. Journal of Vocational Behavior, 5(3), 367-371. https://doi.org/10.1016/0001-8791(74)90026-8
Milliman, J. F. (1992). Causes, consequences, and moderating factors of career plateauing. Unpublished doctoral dissertation, University of Southern California. https://parsmodir.com/wp-content/uploads/2019/01/milliman.pdf
Near, J. P. (1980). The career plateau: Causes and effects. Business Horizons, 23(5), 53-57. https://doi.org/10.1016/0007-6813(80)90072-5
Nord, W. R., Brief, A. P., Atieh, J. M., & Doherty, E. M. (1988). Work values and the conduct of organizational-behavior. Research in Organizational Behavior, 10, 1-42.
O’Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516. https://doi.org/10.2307/256404
Patrickson, M., & Hartmann, L. (1995). Australia’s ageing population: Implications for human resource management. International Journal of Manpower, 16(5/6), 34-46. https://doi.org/10.1108/01437729510095935
Pryor, R. (1979). In search of a concept: Work values. Vocational Guidance Quarterly, 27(3), 250-258. https://doi.org/10.1002/j.2164-585X.1979.tb00993.x
Rokeach, M. (1973). The nature of human values. Free Press.
Rosen, B., & Jerdee, T. E. (1990). Middle and late career problems: Causes, consequences, and research needs. Human Resource Planning, 13(1), 59-70. https://doi.org/10.1007/978-3-322-83820-9_22
Shacklock, K., & Brunetto, Y. (2011). A model of older workers' intentions to continue working. Personnel Review, 40(2), 252-274. https://doi.org/10.1108/00483481111106110
Stein, D., Rocco, T. S., & Goldenetz, K. A. (2000). Age and the university workplace: A case study of remaining, retiring, or returning older workers. Human Resource Development Quarterly, 11(1), 61-80. https://doi.org/10.1002/1532-1096(200021)11:1<61::AID-HRDQ5>3.0.CO;2-S
Stout, S. K., Slocum, J. W., & Cron, W. L. (1988). Dynamics of the career plateauing process. Journal of Vocational Behaviour, 32(1), 74-91. https://doi.org/10.1016/0001-8791(88)90007-3.
Super, D. E. (1957). The psychology of careers. Harper.
Super, D. E. (1970). Work values inventory. Houghton Mifflin.
Super, D. E. (1980). A life-span, life-space approach to career development. Journal of Vocational Behavior, 16(3), 282-298.
Taris, R., & Feij, J. (2001). Longitudinal examination of the relationship between supplies-values fit and work outcomes. Applied Psychology, 50(1), 52-80.
Tishman, F. M., Van Looy, S., & Bruyère, S. M. (2012). Employer strategies for responding to an aging workforce. The NTAR Leadership Center, Rutgers, The State University of New Jersey.
Tremblay, M., & Roger, A. (1993). Individual, familial, and organizational determinants of career plateau: An empirical study of the determinants of objective and subjective career plateau in a population of Canadian managers. Group & Organization Management, 18(4), 411-435. https://doi.org/10.1177/1059601193184003
Veiga, J. F. (1981). Plateaued versus nonplateaued managers: Career patterns, attitudes, and path potential. Academy of Management Journal, 24(3), 566-578. https://www.jstor.org/stable/255575
Wang, M., & Shultz, K. S. (2010). Employee retirement: A review and recommendations for future investigation. Journal of Management, 36(1), 172-206. https://journals.sagepub.com/doi/pdf/10.1177/0149206309347957
Wollack, S., Goodale, J. G., Wijting, J. P., & Smith, P. C. (1971). Development of the survey of work value. Journal of Applied Psychology, 55(4), 331-338. https://doi.org/10.1037/h0031531
Xie, B., Lu, X., & Zhou, W. (2015). Does double plateau always lead to turnover intention? Evidence from China with indigenous career plateau scale. Journal of Career Development, 42(6), 540-553. https://doi.org/10.1177/0894845315580642
Yang, W., Niven, K., & Johnson, S. (2019). Career plateau: A review of 40 years of research. Journal of Vocational Behavior, 110, 286-302. https://doi.org/10.1016/j.jvb.2018.11.005
Zytowski, D. G. (1970). The concept of work values. Vocational Guidance Quarterly, 18, 176-186. https://doi.org/10.1002/j.2164-585X.1970.tb00231.x
Zytowski, D. G. (1994). A super contribution to vocational theory: Work values. The Career Development Quarterly, 43(1), 25-31. https://www.proquest.com/docview/219439301/abstract/324135D22634471CPQ/1?accountid=14228