Wang Mo, Zhan Yujie, Liu Songqi, Shultz Kenneth S
Department of Psychology, Portland State University, Portland, OR 97207-0751, USA.
J Appl Psychol. 2008 Jul;93(4):818-30. doi: 10.1037/0021-9010.93.4.818.
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.
过渡性就业是在老年劳动者从职业工作到完全退出劳动力市场期间日益常见的劳动力参与模式。它是从职业就业到完全退休的一个过渡过程。典型的过渡性就业决策包括完全退休、职业过渡性就业以及不同领域的过渡性就业。在本研究中，回顾了关于退休过程的3种主要理论（即角色理论、连续性理论和生命历程视角）。基于这些理论，作者提出了不同类型过渡性就业决策的4类前因（即个人属性、与工作相关的心理变量、与家庭相关的变量以及与退休规划相关的变量）。作者使用了来自健康与退休研究（F. 贾斯特 & R. 苏兹曼，1995）的一个具有全国代表性的大样本的纵向数据来检验当前假设。这些数据通过多项逻辑回归进行分析，并且大多数假设得到了结果的支持。本研究的意义在理论和实践层面都进行了讨论。
