Antecedents of bridge employment: a longitudinal investigation

Bridge employment is the labor force participation pattern increasingly observed in older workers between their career jobs and their complete labor force withdrawal. It serves as a transition process from career employment to full retirement. Typical bridge employment decisions include full retirement, career bridge employment, and bridge employment in a different field. In the current study, 3 dominant theories (i.e., role theory, continuity theory, and life course perspective) on retirement processes were reviewed. On the basis of these theories, the authors proposed 4 categories of antecedents (i.e., individual attributes, job-related psychological variables, family-related variables, and a retirement-planning-related variable) of different types of bridge employment decisions. The authors used longitudinal data of a large, nationally representative sample from the Health and Retirement Study (F. Juster & R. Suzman, 1995) to test the current hypotheses. These data were analyzed with multinomial logistic regression, and most of the hypotheses were supported by the results. The implications of this study are discussed at both theoretical and practical levels.     

Organizational and occupational commitment in relation to bridge employment and retirement intentions

Understanding the antecedents to retirement and bridge employment is important to older-aged adults who seek ways to smoothly transition to full retirement, and to organizations that benefit from retaining their highly skilled and most experienced workers, especially in occupations for which labor shortages are projected. We tested the effects of affective, continuance, and normative commitment to organizations and to occupations on older-aged pharmacists' (N = 294) intentions to fully retire and to pursue three types of bridge employment. As hypothesized, criteria that were more organizationally focused (e.g., bridge employment in the same organization) were predicted more strongly by organizational, rather than occupational, commitment. For one type of bridge employment that was more occupationally focused—bridge employment in a different field—the hypothesized differential effects were supported, such that it was predicted more strongly by occupational, rather than organizational, commitment. We discuss the implications of our findings for theory, research, and practice.     

Retirement Adjustment Quality: Optimism and Self-Efficacy as Antecedents of Resource Accumulation

The resource-based dynamic perspective posits that retirement adjustment quality is a direct result of an individual’s access to valuable resources during transition and in the post-retirement phase, while at the same time underscoring the need to explore the distal antecedents of adjustment quality. The present study aims to examine how distal antecedents—dispositional traits and motivational variables—influence older workers’ resource accumulation and, ultimately, how it affects retirement adjustment quality, under the resource-based dynamic perspective and Hobfoll’s resource theory. A three-wave study was designed with older Spanish workers (N = 455), who were still in active employment at time 1 and time 2 but who had retired within the last 4 months at time 3. Dispositional traits like optimism have predictive power as a gauge of resource accumulation in the short run, although not all of them were fully significant. Some unexpected findings are the limited impact of personal finances on retirement adjustment quality and the absolutely nugatory influence of cognitive resources on quality of life. The present study employs a widely validated measure of retirement adjustment quality, which should ensure comparability of findings with evidence obtained from other studies.     

Longitudinal Study on the Relationships between Organizational Factors and Autonomous and Controlled Motivation among Older Japanese Bridge Employees1

Longitudinal relationships between organizational factors and autonomous and controlled motivation among older Japanese bridge employees were investigated. The study sample consisted of 331 older people working in bridge employment at the same organizations where they worked before retirement (M_age = 63.45 years, SD = 3.28 years). Data were taken at two time points 10 months apart. Multiple regression analysis indicated that organizational justice predicted autonomous motivation at Time 2, after controlling for demographic variables and autonomous motivation at Time 1, whereas organizational justice did not predict controlled motivation. Moreover, support from coworkers positively predicted autonomous motivation and negatively predicted controlled motivation at Time 2. These results indicate that optimal organizational environments might promote autonomous motivation and reduce controlled motivation among older workers. It is suggested that organizations develop environments where older workers can receive fair evaluations from their superiors and close relationships with their coworkers.     

As the Lights Fade: A Grounded Theory of Male Professional Athletes’ Decision-Making and Transition to Retirement

Retirement can be particularly challenging for professional athletes, given their commitment and identification with their sport. The purpose of this study was to examine how American male professional athletes make the decision to retire and how that decision process affects transition in retirement. The researchers used constructivist grounded theory to analyze personal accounts from professional athletes who wrote about retirement, and a model on the decision-making and transition process of retirement was developed. The findings show that athletes struggle in retirement, but by relying on their social support, they can accept the conclusion of their career as a professional athlete.     

A three-phase model of retirement decision making

The present article organizes prominent theories about retirement decision making around three different types of thinking about retirement: imagining the possibility of retirement, assessing when it is time to let go of long-held jobs, and putting concrete plans for retirement into action at present. It also highlights important directions for future research on retirement decision making, including perceptions of declining person-environment fit, the role of personality traits, occupational norms regarding retirement, broader criteria for assessing older workers' job performance, couples' joint decision making about retirement, the impact of self-funded and self-guided pension plans on retirement decisions, bridge employment before total withdrawal from the work force, and retirement decisions that are neither entirely forced nor voluntary in nature.     

Later Life Career Planning: A New Challenge for Career Counselors

This article discusses the issue of later-life career planning for adults. Many older adults choose to return to employment rather than enter the traditional retirement stage of their life cycle. The article considers career options for the older adult.     

Factors related to bridge employment participation among private sector early retirees

Many retirees choose to participate in some form of bridge employment—part time, self-employment or temporary work that follows an individual’s long-term or career job and precedes permanent retirement (Feldman, 1994). In this study, correlates of bridge employment participation were examined using a sample of 133 early retirees from an oil and gas services firm. Hierarchical regression analysis indicated that organizational tenure, certainty of retirement plans, and career-related pull factors accounted for a significant portion of the variance in overall participation in bridge employment after controlling for the effects of age, gender, and marital status. At the same time, the significance of organizational tenure, career-related pull factors, and entrepreneurial orientation, varied as a function of the category of bridge work performed by retirees, that is, whether retirees were employed within the same industry or a different industry. Differences between these results and those of previous studies using public sector employees are discussed.     

Working adults’ positive coping and age: Their interaction effects on psycho-social career preoccupations

The present study explored positive coping behaviour and age interaction effects on workers’ psycho-social career preoccupations. Participants were workers employed within a chemical industry in South Africa (n?=?525). The sample was represented by younger (21–34 years, n?=?257) and older (35–55 years, n?=?268) workers (male?=?52%, black?=?51%). The participants completed a demographic questionnaire, the Positive Coping Behavioural Inventory, and Psycho-social Career Preoccupations Scale. Hierarchical moderated regressions were computed to test whether workers’ age influenced the nature of the effect of their positive coping behaviour on their career preoccupations. Results indicated a positive coping and age interaction effect on career establishment preoccupations in that younger workers with low positive coping behaviour had significantly higher career establishment preoccupations than their older counterparts with low positive coping behaviour. High positive coping behaviour was significantly associated with low career establishment preoccupations for both younger and older workers. The findings suggest that helping adult workers identify positive coping behavioural strengths for managing their career preoccupations would be important for their career development in today’s uncertain and rapidly changing employment environment.     

A mixed-method approach to post-retirement career planning

In times of rising longevity and shortage of skilled workers, post-retirement work has become increasingly prevalent in many countries. However, not much is known about the expectations and facilitating factors associated with work-related activities after retirement. In two studies we draw on the social cognitive career theory and investigated the role of outcome expectations and facilitating factors in post-retirement career planning. First, we interviewed 22 older employees and subject matter experts in a German aerospace company to learn more about expectations of post-retirement work and its facilitating factors to build a theoretical model. Second, to test our theoretical model, 212 employees of the same company aged 50 to 65 completed a web-based survey. Results showed that outcome expectations and the facilitating factors identified in the interview study were significantly related to post-retirement career intention. Further, the facilitating factor social approval moderated the relationship between outcome expectations and post-retirement career intention. We discuss implications of our findings in terms of how they inform retirement counselors, organizations, and society to help increase engagement in work-related activities after retirement.     

Career Adaptation Wheel to Address Issues Faced by Older Workers

Older workers face increasing challenges in the workplace. Many find that they work more years than anticipated because of changes in social security and uncertain retirement accounts, along with the need for adequate healthcare. Counselors face unique opportunities to assist older workers. This article presents a Career Adaptation Wheel for Older Workers. The model can be used to help identify areas in which older adults are having challenges with job selection, colleagues at work, changes in the workplace, and learning new tasks. Counselors can then begin to consider appropriate interventions to help older workers adapt to changes in the work environment. This model offers a conceptual framework within which one's career can be viewed.     

Recommendations and resources for counseling older workers

The purpose of this article is to provide employment counselors an overview of the growth in the number of older workers in the U.S. Various demographic, employment, and career development trends are presented. Specific suggestions for counseling older workers are offered. Readers are directed to a number of high‐quality online resources for older workers.     

The senior discount: biases against older career changers

This study examined age discrimination in between‐ vs. within‐career job transitions. We expected that older workers transitioning into a new field would experience greater age discrimination than those who change jobs within the same field, particularly when amount of prior job experience is not made salient, and particularly when decision‐makers were highly prejudiced. Results suggested that younger job applicants received higher suitability ratings than older job applicants, and job applicants making a within‐career transition were rated higher than those making a between‐career transition. As hypothesized, older job applicants making between‐career transitions would receive the lowest ratings of suitability for hire when no information regarding experience was presented, and when decision‐makers were highly prejudiced. Implications for the aging workforce are discussed.     

The relationship between dual-career and post-sport career transition among elite athletes in South Africa,Botswana, Namibia and Zimbabwe

The primary objective of this study was to get an in-depth account of the role of dual careers on elite athletes' post-sport career transition and to examine these issues cross-culturally between South Africa, Botswana, Namibia and Zimbabwe. This study also examined the availability of support services for student-athletes’ dual-careers in their respective countries. Lastly, this study examined the retirement transition experiences of dual-career elite athletes compared to non-dual career elite athletes. To achieve the study objectives, the study used online survey, semi-structured interviews and focus groups to collected data on retired athletes from Botswana, Namibia, South Africa and Zimbabwe. A total of 17 retired athletes (12 males and 5 females) from various sports (athletics-6, swimming-2, Boxing-2, rowing-2, field hockey-2, gymnastics-1, triathlon-1, biking-1) in Botswana, Namibia, South Africa and Zimbabwe participated in the study. All athletes had competed at the Olympic games except one athlete who competed at world championships and the commonwealth games. The study observed three major themes (type of retirement, dual-career, and challenges) as crucial in elite athletes' retirement transition and post-sport career. Consistent with the literature on retirement transition, the study observed that athletes' experiences in elite sport are crucial in explaining not only their retirement transition, but also their post-sport career adaptation.     

Counselors and the Older Worker: An Overview

Between 1980 and 2000, the number of people now 55 and older who survive to become 75 and older will increase by over 52%. Also, older people are living longer and are retaining high levels of mental and physical capacity longer. Consequently, prevailing notions about retirement and retirement age are rapidly shifting. Already mandatory retirement age has been delayed from 65 to 70 in most areas of employment. This change and continued high rates of inflation have begun increasing the interest of more older people in seeking to remain qualified to stay in their present or related jobs, or, if retired, to seek to prepare for further careers. Employment counselors, and personnel and guidance professionals generally, who have tended to focus their attention on young people preparing for their first careers face a major challenge in the years ahead in preparing themselves to meet the major and novel demands placed on them by people 55 and older who increasingly will come to them for help.     

Mental health differences among retirees and workers: findings from the Normative Aging Study

Researchers during the past decade have found little effect of retirement on physical health. However, retirement entails a number of losses, and its effect on mental health, as measured by the prevalence of psychological symptoms, is unclear. We examined psychological symptoms in a sample of 1,513 older men, participants in the Normative Aging Study, using the SCL-90-R (Derogatis, 1983). Analyses of variance indicated that retirees reported more psychological symptoms than did workers, even after controlling for physical health status. Exploratory analyses examining the circumstances of retirement found no effects for length of retirement or part-time employment, but did find effects for the timing of retirement. Both early and late retirees reported more psychological symptoms. Late workers (aged 66 and older) reported the fewest symptoms. Reasons for these findings are discussed.     

Retirement from sport and the loss of athletic identity

Abstract

The purpose of this study was to examine how a sample of elite athletes coped with distressful reactions to retirement from sport. As part of a larger research project, 15 former elite athletes were identified as having experienced severe emotional difficulties upon athletic career termination. Through use of a micronarrative methodology, it was determined that account making can be a significant moderator of distress during the career transition process. In addition, the quality of the account making was found to be related to present affect and overall success in coping with athletic retirement. Finally, changes in athletic identity were found to be significant determinants of adjustment for athletes upon career termination. Suggestions are presented for future research on treatment strategies for distressful reactions to retirement from sport.     

Transitioning between temporary and permanent employment: A two‐wave study on the entrapment,the stepping stone and the selection hypothesis

The present two‐wave study investigates how transitioning between temporary and permanent employment relates to a number of psychological consequences; namely, work engagement, affective organizational commitment, life satisfaction, and turnover intention. We hypothesize that temporary employment associates with unfavourable outcomes when it is a trap (entrapment hypothesis), while no such unfavourable outcomes are expected for those who transition to permanent employment (stepping stone hypothesis). Furthermore, we investigate the assumption that transitioning from permanent to temporary employment relates to unfavourable outcomes. Finally, we investigate dynamics related to selection into temporary or permanent employment. Hypotheses are tested on a sample of 1,475 workers. The results show that continuous temporary employment does not relate to unfavourable outcomes over time, while gaining permanent employment associates with increased work engagement. Also, permanent workers who transition to temporary employment are more engaged and committed after transitioning. No evidence for possible selection mechanisms is found.     

Reactions to sport career termination: a cross-national comparison of German,Lithuanian, and Russian athletes

Objectives: To assess the cognitive, emotional, and behavioural consequences of sport career termination of national and international level athletes in three nations.Design and methods: Athletes of Germany (n=88), Lithuania (n=65), and Russia (n=101) were asked to describe in retrospect their reactions to career termination. The Athletic Retirement Questionnaire developed by the first two authors and presented in three corresponding languages was used. Planning of retirement and national identity served as independent variables. Dependent variables were reasons and circumstances for career termination, participants’ emotional reactions, coping reactions, athletic identity during and after sport career, and adjustment to life after career termination.Results: Analyses of variance revealed significant main effects of retirement planning and national identity on most dependent variables. Planning of retirement contributed to significantly better cognitive, emotional, and behavioural adaptation. In addition, high athletic identity contributed to less positive reactions to retirement and to more problems in the adaptation process. The emotional reactions of Russian and Lithuanian athletes were similar, but differed from the German athletes who, in general, showed more positive and lesser negative emotions after retirement. Though accepting the reality of retirement was the most often used coping strategy among all participants, Lithuanian athletes showed more denial and Russian athletes more distraction strategies after retirement than the other nations.Discussion: The results are discussed with regard to athletes’ readiness for career transition in different social and cultural environments. Recommendations are given on how to help athletes to prepare for and to cope with career termination.     

The Psychological Well-Being of Women in Their Middle Years

In summary, educated, married women in their fifties generally appear to be happy regardless of their employment status, age, so-cioeconomic status, educational level, husband's attitude, life stressors, and menopausal symptoms. The empty nest transition does not seem to be anything near a universal problem for well-educated middle-aged women. It may, however, act as a "trigger event" for women with other significant problems, just as illness or retirement might trigger distress in some women. The empty nest transition does appear to be very important to women, but it seems that coping ability may be predictive of who will successfully deal with the adjustment. One implication of this finding for psychologists dealing with women in this stage is to teach general coping skills and apply them to specific problem areas relevant to this life stage such as empty nest, career decisions, retirement planning, health care, religion, recreation, and financial security.