| 英文摘要 |
In recent years, the“aging”issue has drawn increasing attention in society. As the pension reform come into force in Taiwan, it is believed that a majority of public employees will stay in the workforce for a much longer period. This study aims at finding the impacts of aging on different aspects of human resource management in the public sector. Prior research indicates that an aging workforce may affect the organizations from two perspectives. Firstly, employees’work motivation may be affected because it takes longer for the current public employees to be promoted than their supervisors used to be. Such a phenomenon may reduce public employees’work motivation and satisfaction. Secondly, an aging workforce means people from different generations need to work together for a longer period as well while, at the same time, the age gaps will become wider than before. Such generation differences might lead to leadership and managerial quarrels or conflicts. If the government failed to react promptly to the aforementioned problems, these“quiet crises”may generate negative impacts on government performance. This study examines the strategies used by different countries regarding these matters and adopts the in-depth interview and focus group approaches to explore the possibilities of applying these strategies in Taiwan. Policy and managerial suggestions are discussed in this study. |
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