隨著生育率下降與提早退休的趨勢，工作人口結構正產生變化中，中高齡工作者在工作人口比率逐年提高，即便科技如何進步，或許機器資訊大量取代了人力，但人力資本是組織企業最重要的資產，中高齡工作者有著他們許多年的工作和人生經驗，絶對是在全球的生產力中重要的角色。
然而，在2008年全球金融風暴發生時，各個組織企業為渡過經濟的寒冬，祭出大量裁員及無薪假的各項管理方案策略，基於成本的考量，中高齡人員首當其衝，成為各個組織裁員的首波對象。中高齡人口似乎瞬間成為各國政府的嚴峻社會問題，沒有任何一個國家可以否認中高齡工作者為就業市場帶來的原動力是不可忽視的。
全球各國政府、學者在中高齡人口的退休、教育訓練、工作滿意度…等等相關議題有諸多研究，但以中高齡工作者為出發點的各項主觀或客觀感受研究甚少。中高齡工作者有著豐富的人生與工作經驗，但他的生理及心理各層面也不同於新進職場的生力軍，認為現階段及將來中高齡工作人員的行為表現與感受，應是未來人力資源發展策略不可忽視的觀察重點之一，因此，本研究希望透過中高齡工作者各項壓力源造成退縮行為的程度與反應，進行深入的調查與研究，從而促使發展出有效的人力資源政策。

Title: Research on middle-age worker’s stressors and withdrawal behaviors
Student: Tzu Hui Liao
Advisor: Jin Feng Uen
By the trend of decreasing baby-bust and early-retirement, the labor force structure has changed. Middle age and older workers will become increasingly prevalent in the work place. The impact of an aging workforce raises the height-light issues facing employees today.
During the global economic crisis in 2008, there are many business enterprises chose to lay off employees massively or offer unpaid leaves. And the middle age and older workers are the main target. Thus, this worker issue has become more and more important.
Attention is mainly given to the human resource policies which may impact middle age workers such as performance management, selection and training etc. Less research has focused on attitudes toward the elderly held by middle-aged adults themselves. The presence of ageism in our society is of mounting concern with regard to the changing demographic shape of the workforce. Governments and organizations have become interested in the middle-age worker on performance, training, in recent years. Middle-age worker has numerous life and working experiences, so their mental and physical attitudes may vary form the ones held by the freshmen in labor market. Therefore, this research aims to explore on middle-age workers and withdrawal behaviors in depth in order to development the best human resource practices.

學位論文審定書 i
誌 謝 ii
論文摘要 iii
圖 目 錄 vi
表 目 錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究範圍與流程 5
第二章 文獻探討 6
第一節 中高齡工作者定義暨人力資源概況 6
第二節 職場退縮行為 14
第三節 中高齡工作者壓力源 24
第三章 研究方法 35
第一節 研究架構與研究假設 35
第二節 研究變項的操作性定義與衡量 38
第三節 資料蒐集分析方法與樣本特性分析 46
第四節 研究限制 51
第四章 研究結果 52
第一節 各研究變項之描述性分析結果 52
第二節 研究變項間相關性分析 55
第三節 個人變項與各相關變項之影響性分析 58
第四節 各相關變項之影響性分析與探討 61
第五章 結論與建議 64
第一節 結論 64
第二節 建議 68
參考文獻 71
附錄 79

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