從社會高齡學論我國中高齡者就業方案與策略   免費試閱

An Explored of Employment Program and Strategies for Medial Age and Senior Adult in Taiwan from the Perspective of Social Gerontology

受高齡少子化的影響，我國職場中高齡人力的運用將扮演相當重要的角色。本研究以社會高齡學的觀點，檢視我國中高齡者的就業現況與問題，並且比較就業政策的推行成效與中高齡者實際就業情形之間的落差。研究結果發現：一、我國中高齡者的就業政策、法規與方案，分別具有不同的社會高齡學的意涵；二、我國中高齡者相關的就業政策未能提升整體的勞動參與率、降低非自願離職與失業者的人數；三、企業的消極僱用態度與中高齡者的自我歧視，凸顯法規的效力有限與老年歧視及撤退的觀念。根據本研究結果，分別給予政府、企業與中高齡者在提升就業參與方面的建議。

Due to the influence of aging and few-generating, medial age and senior adults' human resource are extremely significant for workplace in Taiwan. From a social gerontology perspective, this study explores the employment situation of medial age and senior adults, and compares the different results between the employment policy and the real situation of employment. The research findings are as followings: 1) There are different meanings for employment policy, legal and program from social gerontology; 2) Employment policy could not improve the labor force participation rate, and could not reduce the number of workers who are non-voluntary to leave job and unemployed; 3) The negative attitude of employers and self-discrimination of medial age and senior adults demonstrates the limit of legal effect, and the concept of age discrimination and disengagement. The findings could be the reference for improving labor force participation rate for the government, enterprises, medial age and senior adults.