近些年国内外 AI、大数据、物联网、云计算等数字化技术已经普及并渗透到工作和生 活当中，这对企业和员工都带来了机遇和挑战。同时，随着中国老龄化现象的加重及延迟 退休政策的实施，中老年群体在就业人群中所占的比例将越来越大。这让原本就存在就业 歧视的中老年员工雪上加霜。为了研究在数字化背景带来的挑战及压力下，中老年员工群 体还能否具有与青年员工同样的工作竞争力，本文基于绩效相关维度、信息处理速度理论 及 SOC 优化补偿理论对年龄与任务绩效之间的关系进行了研究，构建了年龄－信息处理 速度－主动性行为－任务绩效的链式中介模型，并提出了如下假设：年龄与任务绩效之间 负相关；年龄负向影响信息处理速度；信息处理速度负向影响自主性行为；主动性行为正 向影响任务绩效；信息处理速度和主动性行为在年龄与任务绩效之间起到链式中介的作用； 工作性质在信息处理速度与主动性行为之间有正向调节作用。 本文用研究一和研究二两个相对独立的研究分别验证了链式中介模型及提出的相关 假设。研究一以网络问卷调查的形式收集了不同行业、不同年龄段的有效问卷 234 份，通 过相关分析及回归分析等数据分析方法验证了链式中介模型并得出结论：随着年龄的增大 中老年员工的信息处理速度将会下降，但他们可以通过自发的主动性行为来补偿这一损失， 最终能将任务绩效保持在稳定水平甚至更高程度。为了进一步验证此结论是否在某个特定 的企业同样适用，随即开展了研究二：选择在某科技企业生产基地内，以 50%的抽样比率 对企业内不同年龄段和不同岗位的员工进行了现场问卷填写及信息处理速度测试，现场共 收取有效问卷 163 份，也经过了数据分析，除了得到和研究一近似的结论外，还发现工作 性质在信息处理速度与主动性行为之间有调节作用，也就是说，中老年员工虽然大脑信息 处理速度有所降低，在数字化背景下即使遇到复杂的数字化技术挑战，会表现得更加自发 和积极，用主动性行为来补偿这些损失。 为了让中老年员工更好地发挥价值，需要利益相关者的共同努力。本文根据相关理论 及国内外相关文献，从个人角度给出了 SOC 策略及其他已经证明可以提高主动性行为的 措施；从组织的角度给出了针对中老年员工提升绩效的一揽子基于 SOC 理论的人力资源 实践方法，即开发性、维持性、利用性及适应性人力资源管理实践。组织将现行的人力资 源政策优化后，不仅能够帮助中老年员工稳定就业及提升人力资本的价值，还有利于组织 绩效的提升，协助社会解决日趋严重的老龄化问题。最后，对文章研究不足进行了分析并 II 给予展望。

Digital technologies such as AI, big data, IoT and cloud computing have become popular and permeated into work and life in recent years at home and abroad, bringing opportunities and challenges to both companies and employees. At the same time, with the increasing ageing phenomenon in China and the implementation of the delayed retirement policy, middle-aged and older people will make up an increasingly large proportion of the employed population. This adds to the already discriminatory employment situation of middle-aged and elderly employees. In order to investigate whether middle-aged and older employees can still be as competitive as young employees in the face of the challenges and pressures brought about by the digital context, this paper investigates the relationship between age and task performance based on performancerelated dimensions, information processing speed theory and SOC optimization compensation theory, and constructs a chain mediation model of age-information processing speed-initiative behaviour-task performance. The following hypotheses were formulated: age is negatively related to task performance; age negatively affects information processing speed; information processing speed negatively affects autonomous behaviour; proactive behaviour positively affects task performance; information processing speed and proactive behaviour play a role in mediating the chain between age and task performance; and job nature positively moderates the relationship between information processing speed and proactive behaviour. In this paper, two relatively independent studies, Study 1 and Study 2, were used to test the chain mediation model and the proposed related hypotheses respectively. Study 1 collected 234 valid questionnaires from different industries and age groups by means of an online survey. The model concluded that the speed of information processing decreases with age, but that they can compensate for this loss through self-initiated behaviour, eventually maintaining a stable level of task performance or even higher. In order to further verify whether this finding is also applicable in a particular company, Study 2 was conducted: a 50% sample of employees of different ages and IV in different positions in a technology company was selected to fill in on-site questionnaires and test the speed of information processing. 163 valid questionnaires were collected on site, and the data were also analysed. , it was also found that the nature of the job had a moderating effect between information processing speed and proactive behaviour, meaning that middle-aged and older employees, despite having reduced information processing speed in their brains, would behave more spontaneously and proactively in the digital context even when they encountered complex digital technological challenges, compensating for these losses with proactive behaviour. In order for middle-aged and older employees to be better valued, a concerted effort from stakeholders is needed. Based on relevant theories and national and international literature, this paper gives an individual perspective on SOC strategies and other measures that have been proven to improve proactive behaviour; and an organisational perspective on a package of HR practices based on SOC theory for middle-aged and older employees to improve their performance, namely developmental, maintenance, utilisation and adaptive HRM practices. The optimisation of the existing HR policies will not only help to stabilise the employment of middle-aged and older employees and enhance the value of human capital, but also help to improve the performance of the organisation and help society to solve the growing problem of ageing. Finally, the research shortcomings of the article are analysed and the outlook is given.