New study examines why bridge employees are underperforming and concludes they are demoralized by “unmet expectations”
Human Resource Management International Digest
ISSN: 0967-0734
Article publication date: 13 May 2019
Issue publication date: 15 May 2019
Abstract
Purpose
The authors wanted to analyze why bridge employees have such a poor experience of coming back to work from retirement. Morale and performance are often disappointing.
Design/methodology/approach
The authors studied the existing research using the framework of two theories – self-determination theory and psychological contract theory. Both theories suggest that unmet expectations have a detrimental effect on bridge employees' performance and mood. The authors analyze what the returning workers' motivations might be and why bosses might be so poor at satisfying them.
Findings
The previous research suggests that, apart from financial drivers, three factors are key. They are the need for personal fulfillment, the opportunity for mentoring the younger generation, and the need for meaningful social relationships. The research indicates that stereotypical views about older employees often hold organizations back from providing work that fulfills these needs.
Originality/value
Previous research has looked at the disappointing outcomes of bridge employment but has not analyzed why that might be the case. The authors of the present study use of the two theories to provide understanding of why bosses might be undermining the returning workers, who are often relegated to “non-standard” roles.
Keywords
Citation
(2019), "New study examines why bridge employees are underperforming and concludes they are demoralized by “unmet expectations”", Human Resource Management International Digest, Vol. 27 No. 2, pp. 25-27. https://doi.org/10.1108/HRMID-03-2019-0059
Publisher
:Emerald Publishing Limited
Copyright © 2019, Emerald Publishing Limited