中高齡者再就業動機、勞動條件、留任意願之研究──以保全業為例

Research on the reuse of human resources for middle-aged and elderly people-Re-employment motivation, labor conditions, and willingness to stay-Taking the security guard industry as an example

我國自2018年已邁入高齡社會，預估於2025年成為超高齡社會，在2020年我國45至64歲的工作年齡人口比率已達42.1％，中高齡者的勞動率越來越高，中高齡者的再就業問題是值得被重視的議題。本研究以服務於台中市地區的保全人員為對象，從再就業動機、勞動條件、留任意願進行問卷測量，藉以瞭解中高齡者在保全業的再就業動機為經濟需求，在勞動條件上教育訓練及面對案場客戶的壓力為考量留任意願的主要因素。本研究依據研究結果提出建議，作為人力資源、產業相關者和未來研究者之參考。政府雖對於中高齡者訂定了相關法令鼓勵中高齡者再就業及獎勵事業單位，但在中高齡者的友善職場環境對勞動條件的影響上，如何穩定薪資及打造對於中高齡者友善的氛圍進而達到續留服務的目標，當就政策法令上應能更積極規劃支持與進行深度的研究與規劃。

Our country has entered an aging society since 2018 and is expected to become a super-aged society in 2025. The proportion of the working-age population aged 45 to 64 in my country in 2020, has reached 42.1%. The reemployment of the elderly is an issue worthy of attention. This research takes the security personnel serving the Taichung City area as the object, and uses questionnaires to measure re-employment motivation, working conditions, and willingness to stay, so as to understand the re-employment motivation of middle-aged and elderly people in the security industry as economic needs, and education and training on labor conditions. And the pressure from the client in the case is the main factor to consider the willingness to stay. This study makes recommendations based on the findings as a reference for HR, industry stakeholders, and future researchers. Although the government has formulated relevant laws and regulations for the middle-aged and elderly people to encourage them to re-employ and reward institutions, but in terms of the impact of a friendly workplace environment for the middle-aged and elderly people on working conditions, how to stabilize wages and create a friendly atmosphere for the middle-aged and elderly people? In order to achieve the goal of continuing service, we should be able to actively plan support and conduct in-depth research and planning on policies and laws.