| 摘要: | 近年來我國與美日韓等已開發國家皆同樣面臨整體人口呈現老化趨勢的問題，且隨著人口結構的老化，各國的中高齡勞動力也隨之增加，因此如何建立健康安全的友善職場環境，藉此提升中高齡勞動力的工作意願與延長其工作年限，儼然已成為當今政府與企業皆須重視的勞動政策。
本研究以我國中高齡勞工從業比例較高之批發零售業為研究對象，探討批發零售業中高齡在職及曾離職勞工之就業情形、健康職場措施及工作能力。六家受訪企業均對中高齡勞工的聘用抱持開放的態度，也願意針對中高齡勞工體力負荷的減輕及身心健康促進等措施如：健康講座、員工旅遊、休閒社團等措施予以規劃辦理，且對中高齡勞工的工作表現大多有正面的回應。由中高齡在職者及曾離職者之問卷結果顯示，曾離職者認為過去就業場所之健康職場措施實施情形大多較在職者為差，其中無論在職或離職之中高齡勞工多認為肌肉骨骼疾病防範措施之實施狀況不甚良好。而在職與離職受訪者希望公司在健康促進措施方面，大致以心理或工作壓力紓解、健康諮詢與指導及員工旅遊為主要期望措施。於工作能力量表中，在職者與離職者兩者比較達到顯著差異水準者包括目前的工作能力自評、傷病對工作的影響、請假天數、是否可再工作兩年、輕鬆從事日常活動、具有活力且警覺性、樂觀態度等，其中除了後三項輕鬆從事日常活動、具有活力且警覺性、樂觀態度外，曾離職者均較在職者呈現較佳之結果。透過徑路分析，生活行為、健康職場措施、性別及年齡等變項對工作能力指標具有較為顯著的影響力，良好生活習慣及健康職場措施有助於工作能力的提升，而女性中高齡勞工及年齡較大者則呈現較佳工作能力指標；在身體健康情況方面，生活行為及年齡變項具有較顯著的影響力，年齡較為年長以及較注重自身的運動、飲食及睡眠等生活行為的中高齡勞工呈現較佳之生理健康況狀；心理健康情況部分，生活行為、健康職場措施、性別及年齡等變項對其影響較具顯著性，年齡較為年長之男性的中高齡勞工抱持較為樂觀的生活態度，而良好的生活習慣及健康職場措施則有助於人生樂觀態度的產生。
Recent years in Taiwan, the United States, Japan, and Korea are facing the ageing population problem. With the rapid ageing of the population structure, each the ageing labors also increase. Therefore, how to extend the work life and enhance the work willingness of ageing labors by building healthy and safely workplaces, it has become the important labor policy for the government and enterprises.
This study was to investigate the employment and healthy workplace situations, and the work ability for the ageing workers employed in wholesale and retail industry. After 6 enterprise interviewed, all of the enterprises have open attitude for hiring older workers, and willing to plan health management programs specific for older worker who needed to relieve from work load physically and mentally. Moreover, the employers have mostly positive response to the working performance of the older workers. Due to the questionnaires, the once retired employees show the health measures at workplace was worse than that of the incumbents. Regardless incumbents or once retired employees felt that musculoskeletal disease prevention program was not planning well in their companies. Furthermore, the expectations of company’s health promotion plans for the incumbents and once retired employees were mental relieve or work stress reduction program, health advisory, and staff travel plan. In work ability scale, the significant differences between incumbents and once retired employees are self-evaluation to currently work ability, the influence of diseases or injuries to work, the leave days due to health problems, contine doing current work for two years, pleasure in daily activities, being active and reacted sharply, being hopeful about the future. The once retired employees represented better responses than that of the incumbents expect for pleasure in daily activities, being active and reacted sharply and being hopeful about the future. According to the pathway analysis, life behavior, healthly workplace measures, gender and age show significant influences for work ability index, it indicates that better life habits and healthy workplace measures were help to improve the work ability as well as the female and older workers showed better work ability index. In the physical health section, life behavior and age have a more significant influence. The older workers and paying more attetion on exercise, diet and sleep of ageing workers showed better physical health situation. In the mental health section, the more significant variables are life behavior, healthly workplace measures, gender and age. The older male has a more optimistic attitude towards life, while good life habits and healthy workplace measures contribute to life optimism. |
