本研究因應台灣勞動力高齡化與缺工趨勢，以 7-ELEVEN 為個案，探討中高齡員工於便利商店之組織社會化（Organizational Socialization）歷程。透過對 10 家門市之中高齡員工、店長及青年同事進行質性深度訪談，本研究以自我決定理論（SDT）之「3C 心理需求（Connection 連結、Competence 勝任感、Choice 自主選擇）」為核心基礎，剖析中高齡者之內在動機；並結合「3i 組織管理架構（Inclusion 包容、Individualization 個別化、Integration 整合）」，探討企業如何透過外在制度與文化協助其社會化，據此建構中高齡組織社會化之雙軌理論模型。
研究發現，中高齡員工初期的最大社會化障礙為「怕拖累團隊」之人際焦慮；門市端必須透過 3i 管理實踐精準對接並滿足其 3C 心理需求，方能助其克服焦慮並建立實務勝任感。最後，本研究針對總部策略、區域輔導及店長管理提出三層級實務建議，期能協助企業推動以 3i 為設計精神之組織社會化活動，幫助中高齡員工早日融入職場，證實其為零售現場不可或缺之永續人力資本。

In response to Taiwan's aging workforce and labor shortage, this study explores the organizational socialization of middle-aged and older employees at 7-ELEVEN. Based on qualitative interviews across 10 stores, we construct a dual-track socialization model that integrates Self-Determination Theory's 3C psychological needs (Connection, Competence, Choice) with the 3i management framework (Inclusion, Individualization, Integration).
Findings reveal that the primary socialization barrier for these employees is interpersonal anxiety, specifically the "fear of burdening the team." To help them overcome this anxiety and build competence, store management must implement 3i practices to precisely satisfy their 3C needs.
Finally, this study provides practical recommendations for headquarters, regional supervisors, and store managers to design 3i-based socialization activities. This helps middle-aged and older employees smoothly integrate into the workplace, proving they are indispensable sustainable human capital in the retail industry.

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