人們的平均壽命延長，高齡社會形態造成我國勞動力結構劇烈變化，當人力資源日益減少，將會面臨如何善用職務再設計之策略，以提升組織競爭力。本研究重點乃在於探討年滿四十五歲至六十五歲中高齡工作者的職場現況與工作困境，發覺隨年齡增長，職場中可能會出現的阻礙因素，從而對於中高齡工作者的退休計畫產生影響；認識組織對於中高齡員工所抱持的看法和續留意願，以及其與中高齡員工個人工作期待和生涯規劃的落差；明瞭組織現行之教育訓練內容和學習成效，反映出中高齡員工的學習需求；了解職務再設計運用之實際情形，為組織發展和中高齡工作者所帶來的影響及效益。
本研究邀請個案公司兩名男性全職中高齡工作者、兩名女性全職中高齡工作者，和負責規劃職務再設計之管理部門主管一名，以及兩名公司的其他員工，進行半結構式深度訪談。研究結果顯示，中高齡工作者擁有對於掌握退休年齡權力的渴望，並且秉持終身學習的態度，針對工作進行自主學習，而組織導入了職務再設計的輔助資源，增加了中高齡工作者續留職場的意願，不過，也從中發現員工缺乏對於職務再設計內涵的正確認知。

關鍵字：中高齡者、職務再設計、高齡化

Nowadays, people's average life span has been extended. The aging society has caused drastic changes in the structure of labor force. When human resources are decreasing day by day, in order to enhance the competitiveness of organizations, they will be faced with how to make good use of job accommodation. This study focuses on exploring the current workplace conditions and challenges faced by senior and mid-aged workers aged 45 to 65. It identifies potential obstacles that may arise in the workplace with age, affecting retirement plans for senior and mid-aged workers.The research aims to understand organizational perceptions and intentions of retaining senior and mid-aged workers, as well as the disparity between these and the individual work expectations and career plans of such employees. It also seeks to comprehend the current content and effectiveness of training provided by organizations, reflecting the learning needs of senior and mid-aged workers. Additionally, the study aims to grasp the practical situation of job accommodation and its impact and benefits on organizational development and senior and mid-aged workers.
This study invited two male full-time senior and mid-aged workers, two female full-time senior and mid-aged workers, a head of the management department responsible for planning job accommodation, and two other employees from a selected company. The research utilized semi-structured in-depth interviews. The results indicate that senior and mid-aged workers desire control over their retirement age and maintain a lifelong learning attitude, engaging in self-directed learning for their work. The organization's introduction of job accommodation as a supportive resource has increased the willingness of senior and mid-aged workers to retain in the workplace. However, it was observed that employees lack accurate awareness of the content of job accommodation.

Key words：Senior and mid-aged persons、Job accommodation、Aging

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