邁向高齡化社會之勞動市場觀察與分析－－臺灣為例彭素玲

Exploration and Analysis of the Labor Market in an Aging Society－The Case Study for Taiwan

面對國內人口老化趨勢，中高齡及高齡就業對策成為重要課題。就文獻彙整觀察：中高齡及高齡勞工退離職場之因素包括個人身分屬性、經濟能力、健康狀況等；而各國多透過專責機構、就業支持系統、企業合作、法律保障等多方措施促進中高齡及高齡者持續就業。國內中高齡就業市場變化趨勢，主要包括：年齡愈長留在原職場比率愈高、流動性降低；且存在行業差異；中高齡及高齡者於尋職過程未能就業主因以沒有工作機會，其中未有合適的職缺尤為主要。至於曾有工作機會但未去就業者，以待遇不符期望為主。
透過質性訪談，發現國內中高齡及高齡者就業動機，包括經濟需求，獲得社會歸屬感，工作成就感與自我價值實現等。而未就業原因則與健康與體力負擔，健康與體力問題可能增加工傷風險、技能不足，如AI、數位化能力、代際摩擦等。
有關再就業所需資源，就勞方而言，期望能提供中高齡或高齡友善課程，提供彈性工時及友善的工作職位。而資方則希望政策應更公開透明，政策執行或實施期間更明確。對於政府就業促進政策則希望：簡化流程；政策宜針對產業特性；更彈性化之職訓課程；強化友善職場環境建設，消除代際摩擦等。

With an aging population, promoting employment among middle-aged and older adults has become a key issue. Studies show that factors influencing their labor force exit include personal attributes, finances, and health. Countries support continued employment through dedicated agencies, job-matching systems, legal protections, and employer cooperation. In Taiwan, older workers tend to stay longer in the same job, have lower mobility, and face industry-specific challenges. Job search barriers include a lack of suitable opportunities and unsatisfactory pay.
Interviews reveal that motivations for working include financial needs, social belonging, achievement, and self-worth. Obstacles include health issues, limited digital skills, and intergenerational conflict. Workers seekflexible hours, age-friendly training, and supportive roles. Employers expect clearer, more transparent policies. Desired government measures include streamlined processes, industry-specific support,flexible training, and efforts to create age-inclusive workplaces and reduce generational tension.