Job attitudes are differentially associated with bridge employment and phased retirement among older Australian employees

Kalokerinos, Elise K., von Hippel, Courtney and Henry, Julie D. (2015) Job attitudes are differentially associated with bridge employment and phased retirement among older Australian employees. Working, Aging and Retirement, 1 2: 190-201. doi:10.1093/workar/wau014


Author Kalokerinos, Elise K.
von Hippel, Courtney
Henry, Julie D.
Title Job attitudes are differentially associated with bridge employment and phased retirement among older Australian employees
Journal name Working, Aging and Retirement
ISSN 2054-4650
2054-4642
Publication date 2015-04-01
Year available 2015
Sub-type Article (original research)
DOI 10.1093/workar/wau014
Open Access Status Not Open Access
Volume 1
Issue 2
Start page 190
End page 201
Total pages 12
Place of publication Oxford, United Kingdom
Publisher Oxford University Press
Collection year 2016
Language eng
Formatted abstract
This study investigates interest in, and factors associated with, bridge employment and phased retirement. A survey of 609 older employees undertaken in 2010 at a large, diverse organization in Australia revealed that job attitudes were differentially linked to interest in these retirement options, with moderately high levels of interest in working following retirement. Job attitudes were positively associated with interest in same-organization bridge employment, but job satisfaction was negatively associated with interest in phased retirement within the current organization. When the attitudinal variables were examined simultaneously for bridge employment, job involvement was the only unique predictor. These findings suggest that job attitudes play an important role in an individual’s openness to extending employment within the same organization beyond retirement, and suggest that organizations should consider implementing interventions that target job attitudes as a method to retain older employees.

Retirement is emerging as a significant organizational issue, with an aging population leading to a large increase in the percentage of the workforce nearing the transition to retirement (Toossi, 2007). The aging population has also led to concerns regarding a shortage of skilled employees in many developed countries (United Nations, 2007), including Australia (Australian Government, 2010). In Australia, the proportion of people passing retirement age (currently 65, but set to rise to 67 by 2025) is increasing rapidly: Currently, there are five working aged people per retirement aged person, but by 2050, this age-dependency ratio is projected to drop to only 2.7 (Australian Government, 2010). The Australian government has posited that this aging population will be an instrumental factor in slowing economic growth, and has suggested that one way to address this problem is to increase workforce participation among older workers (Australian Government, 2010). Across developed countries, strategies to delay the retirement of experienced older workers have emerged as the most cost-effective way to combat the shortage of working aged adults (Dumay & Rooney, 2011). As a consequence, understanding choices regarding transition to retirement options is more important than ever, yet research in this area is still in its infancy (Wang & Shultz, 2010). Older adults often retire in stages, rather than abruptly, and many choose to take on a new job following their formal retirement (Cahill, Giandrea, & Quinn, 2006). The current study examines two ways in which Australian mature-age workers may choose to stage their retirement: taking bridge employment with their preretirement employer or taking phased retirement.
Q-Index Code C1
Q-Index Status Provisional Code
Institutional Status UQ

Document type: Journal Article
Sub-type: Article (original research)
Collections: Official 2016 Collection
School of Psychology Publications
 
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Created: Tue, 29 Mar 2016, 18:20:21 EST by Mrs Alison Pike on behalf of School of Psychology