以資源保存理論探討中年危機下資源流失對職場 退縮行為的影響：心理契約違背為調節變項=Using conservation of resources theory to explore the impact of resource loss on workplace withdrawal behavior under midlife crisis: Psychological contract violation as moderating variable
Due to factors such as declining birthrate and aging population, the age of the core labor force has been delayed. The willingness of middle-aged and older workers to stay in the workplace that is an investment that improves the future competitiveness of a business organization. A questionnaire survey was conducted using convenience sampling, collect current employees over 31 years old and 187 valid samples were collected for quantitative analysis. This research to find out whether Psychological contract violation is related to resource loss and workplace withdrawal. The research results found that the resource loss of objects was the highest, the loss of personal characteristics was the second, and the loss of energies was the third. The higher the degree of resource loss, the higher the degree of workplace withdrawal. The higher the degree of satisfaction psychological contract training obligations and relational obligations, the lower the degree of job withdrawal. Psychological contract has no moderating effect. After comprehensive analysis, the following promotions can be made in management:
1.In terms of energy resources: enhance partnerships and strengthen employee care mechanisms. 2.In terms of personal conditions resources: improve the training system and redesign jobs based on suitability. 3.In terms of family conditions resources: flexible working hours, corporate child care services, family assistance programs, etc. 4.In terms of objects resources: reasonable salaries, employee trust fund plans, pension planning for employees, etc.
