研究背景：臺灣目前已屬高齡社會，高齡人口與日俱增，且企業正面臨缺工，因此如何提高中高齡工作者勞動參與率，以及提升企業對於中高齡工作者的運用意願是重要的議題。
研究方法：本研究藉由個案分析，進行質化研究，透過半結構式訪談了解個人以及企業端對於中高齡者的看法與想像，分析目前已有僱用中高齡者之企業，他們是如何運用中高齡人力資源，是否有為這群中高齡工作者提供職務再設計或是任務調適等，並了解中高齡者工作優劣勢。
研究結果：本研究結果發現對於中高齡工作者的想像，不論是個人還是企業均認為中高齡工作者具有豐富的工作經驗與技術，溝通與創新則為其弱勢。此外，在僱用中高齡者方面，多數企業尚有年齡歧視，依然期盼能多僱用年輕族群，雖此為目前主流想法，但企業開始出現因人而異的工作內容或職務調整，甚至是更具彈性化的管理配班等中高齡人力資源策略。此外，目前政府雖然積極推動職務再設計、中高齡者及高齡者就業促進法等，期望提升企業僱用意願，但目前成效並不明顯，尤其是針對中高齡工作者的工作設計與輔具提供方面，多數企業並無特殊調整。
建議：短期企業可嘗試以部分工時或漸進式退休等方式，延長僱用中高齡工作者；中期應多加推廣工作再設計及任務調適等內容，鼓勵企業僱用中高齡者；長期以改善目前社會與企業對中高齡者的想像，促進跨世代溝通，創造友善職場，以提高中高齡工作者勞動參與率。
結論：目前台灣中高齡者甚少投入勞動力市場，個人、企業與政府都應該正視此問題，並提出有效運用中高齡人力資源方式，或提供相應的有效措施，使人才能被有效運用。

Background: Taiwan is currently an aged society. The elderly population is increasing significantly. How to increase the labor participation rate of elderly workers, and how can companies utilize the skills and expertise of elderly workers are the two paramount issues.
Method: A qualitative research approach was used. Semi-structured interviews were conducted to investigate the perspectives and imaginations of individuals and companies regarding elderly workers. The measures of job redesign and task adjustment for elderly employees that are being implemented and the advantages and disadvantages of elderly workers will be analyzed , .
Result: The results indicate that both individuals and companies believe that elderly workers have abundant working experience and skills. However, communication and innovation are seen as weaknesses. In terms of recruiting elderly workers, most companies still have age discrimination and still expect to recruit younger generation. Nevertheless, companies are starting to redesign job duties and more flexible work schedule in order to adapt to the human resource strategy for elderly workers. Although the government is actively promoting job redesign and the Employment Promotion Law for the elderly, hoping to increase the willingness of enterprises to recruit elderly workers, the effects are not obvious, especially in work design and assistive devices provision.
Recommendations: In the short term, companies can extend the employment of elderly workers through partial working hours or gradual retirement. In the interim, more content such as job redesign and task adjustment should be promoted to encourage companies to recruit elderly worker. In the long-term, inter-generation communication can be promoted, so that to create create friendly workplaces to increase the labor participation rate of elderly workers.
Conclusion: At present, the elders seldomly enter the labor workforce in Taiwan. Individuals, enterprises, and the government should confront this issue. Effective elderly human resources measures should be applyed.

學位論文審定書 i
中文摘要 ii
Abstract iii
目錄 v
表目錄 vii
圖目錄 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　研究流程 3
第二章 文獻回顧 4
第一節　中高齡者再就業 5
第二節　政策與中高齡人力資源 7
第三節　工作再設計與職能調適 10
第四節　小結 12
第三章 研究方法與設計 13
第一節　研究方法 13
第二節　研究對象 14
第三節　分析方法 15
第四章 研究分析 16
第一節　個人對中高齡者的看法 16
第二節　企業對中高齡者的想像 18
第三節　企業針對中高齡者招募因素 20
第四節　企業對中高齡者的工作再設計 22
第五節　企業對中高齡者的任務調適 24
第六節　中高齡工作者優退後再聘 26
第七節　企業僱用中高齡工作者因素 28
第八節　中高齡工作者的職業限制 30
第九節　小結 32
第五章 結論與建議 33
第一節　研究發現與結論 33
第二節　研究限制與建議 34
參考文獻 36
附錄一 訪談拜訪文 45
附錄二 訪談及錄音同意書_企業 46
附錄三 訪談及錄音同意書_受訪者 47
附錄四 訪談逐字稿 48
一、 CJ科技＿A小姐 48
二、 CJ科技＿B小姐 53
三、 BV工業＿C小姐 55
四、 RM地產＿D小姐 61
五、 UL實業＿E先生 65
六、 WJ實業＿F及G先生 76
七、 PU實業＿H小姐 85
八、 JG工業＿I先生 93

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