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Few studies aim to uniquely conceptualize the experiences of bridge employees after they enter the workforce. Supported by the psychological contract theory and the self-determination theory, the purpose of this paper is to contribute to the understanding of the bridge employment experience by examining how the expectations of bridge employees shape their experiences.

This paper first reviews the extant literature on bridge employment. It then discusses the psychological contract theory and the self-determination theory, and examines the expectations of bridge employees through the theoretical perspectives of these two theories, to examine experiences in bridge employment.

Discord in the bridge employment relationship may be attributed to a lack of understanding of the implicit expectations of bridge employees. More specifically, unmet expectations may be detrimental to the bridge employment experience, and ultimately jeopardize both employer and employee outcomes.

This paper examines expectations and experiences of bridge employees from a theoretical perspective. Theoretical tenets are utilized to analyze how and why implicit expectations may influence bridge employees in ways that result in detrimental outcomes for both employers and employees.

This paper sheds light on why bridge employment arrangements may result in adverse outcomes. Specifically, when there is a lack of understanding between bridge employees’ expectations and experiences, both individual and organizational outcomes may be impaired. An improved understanding of the bridge employment experience will likely result in an enhanced working relationship between bridge employees and employers, and minimize misunderstandings about this cohort of the workforce.

Using the guidelines of the psychological contract theory and the self-determination theory, we develop a model to examine how expectation of bridge employees may affect the experiences and ultimately, the outcomes of bridge employment. The authors also identify factors uniquely applicable to bridge employees. This is the first paper that examines the experiences of bridge employees through such theoretical perspectives.

In this study the authors examine whether bridge employees tend to hold non-standard jobs, and if so, whether non-standard job choice is deliberate. Moreover, the authors examine whether fulfillment of employment expectations affects the personal and work attitudes of bridge employees.

The authors' research and hypotheses are supported and developed through psychological contract theory. The authors collected data from 195 bridge employees, employed in a variety of jobs, through an online survey. Hypotheses were tested using hierarchical multiple regression.

This study suggests that some bridge employees may engage in non-standard employment deliberately. Moreover, we show that fulfillment of perceived obligation by employers (psychological contract) is associated with personal and work attitudes (life satisfaction, job satisfaction, affective commitment, normative commitment and intentions to stay) of bridge employees.

While this study supports psychological contract theory as an important framework for understanding bridge employment, sample size, cross-sectional data and a lack of diversity in the sample limit causality, generalizability and data robustness. Future research should strive to replicate and extend the current findings.

The present study underlines the importance of designing jobs to meet the expectations of bridge employees. Also, it highlights the preference of bridge employees to engage in non-standard employment.

The authors extend bridge employment research by empirically examining the relationship between unmet employment expectations and the personal and work attitudes of bridge employees.

The purpose of this study is to use the theory of planned behavior to test a structural model of retirement timing intentions of older workers in Canada following the abolishment of mandatory retirement.

A survey of 281 working individuals was conducted in order to test a model of retirement timing.

The model was a good fit to the data. Attitudes toward people at work predicted people's attitudes toward work. Attitudes toward work predicted age and life perceptions. Age and life perceptions predicted control. Control predicted social/policy influences, and finally social/policy influences predicted planned retirement age.

The main limitations of this study were that the authors tested a model based on self report data. Furthermore the data were correlational therefore they cannot make causal inferences.

Work attitudes predict people's own perceptions of their life and age. And these are predictive of norms. Organizations need to consider people's perceptions of their work, if they are to retain workers past the normal retirement age. Implementing work practices/policies, e.g. flexible work, become key considerations for these organizations.

The authors now have empirical support for the contention that norms are important for investigating the short term effects of lifting mandatory retirement, but also when considering the long term effects that changing mandatory retirement policies may have on individual's retirement timing. Furthermore, they have a more comprehensive model of retirement timing.

This paper aims to assess the effectiveness of verbal self‐guidance (VSG) and self‐management on youth employability. It seeks to access the joint effectiveness of these interventions, grounded in social cognitive and goal setting theories, for youth job seekers.

The studies used experimental designs involving participants enrolled in an undergraduate business cooperative degree program. Survey data assessing self‐efficacy and anxiety were collected pre and post‐training. Interview performance was also assessed in each study.

In study 1, it was found that students trained in self‐management and verbal self‐guidance (SMVSG) improved interview performance and reduced anxiety. In study 2, it was found that self‐efficacy and job search effort were higher in the SMVSG group relative to VSG alone.

For study 1, the only measure of employment was a mock interview. For study 2, a limitation was that approximately 25 per cent of participants failed to either complete the post‐training survey or attend the interview.

Overall the studies describe a relatively simple and low cost training intervention, and associated performance measures, that can continue to be used by practitioners and scholars with future groups of youth job seekers.

The paper shows that these studies further support the effectiveness of VSG‐based interventions for employability. The paper also shows the value of augmenting VSG training with self‐management training in the context of youth employability. Furthermore, this research also considered anxiety, a key variable in successful employment that has often been omitted in the literature.

Current events such as the #metoo and #timesup movements have ushered in an era of heightened awareness of sexist organizational climate. Increasingly, supporters have called for top-down changes, demanding that organizations embrace a culture of accountability. Accordingly, the current study proposed and investigated the concept of benevolently sexist organizational climate and explored the impact on women's state self-esteem, while testing for the potential moderating effects of power and gender.

The current experimental study utilized a video video-based manipulation to introduce benevolently sexist organizational climate with a 2 (content of communication) x 2 (gender of communicator) x 2 (status of communicator) between-subjects design. The hypotheses were tested using an analysis of variance moderation model, based on a sample of 652 women.

Results indicated a significant two-way interaction between benevolently sexist organizational climate and power on self-esteem. Specifically, results suggested that benevolently sexist organizational climates have a greater negative impact on women's self-esteem when a supervisor communicates the information on the climate as opposed to a coworker.

Benevolently sexist climate had a deleterious impact on women's organizational outcomes especially when communicated by a supervisor. These findings can be used for guidance on the development of training and interventions targeted at mitigating the prevalence of benevolently sexist workplace climate.

This study was the first to propose the concept of a benevolently sexist organizational climate. Additionally, the study demonstrated the negative impact of a benevolently sexist organizational climate on women's state self-esteem providing important implications for organizations. Further theoretical and practical implications are discussed.

The purpose of this paper is to argue for a multi-dimensional and developmental notion of researcher positionality in conducting qualitative research, in lieu of the dichotomous notion of outsider and insider. The former emphasizes the agentive role researchers play in knowledge production, whereas the latter has been much challenged as oversimplified and insufficient in understanding the dynamic interactions in which field researchers engage.

The paper borrows Milner’s (2007) four-level framework of research personality to reflect on one cross-cultural narrative inquiry study.

Reflective stories revealed that researcher positionality captures threads of intersectionality as well as inter- and intra-personal dynamics, and thus better informs the research process than what concept of insider/outsider dichotomy can do.

The paper enriches the discussion of research positionality in qualitative research by involving a cross-cultural study where the researcher moved to-and-fro two sites.

The paper suggests a methodological and practical way of raising researcher’s awareness and agency relative to positionality by exposing the researcher to cross-cultural settings.

While the multi-dimensional aspect of researcher positionality and its relatedness to research findings has been much discussed, not much acknowledgment has been given to the developmental aspect of research positionality.

The articles in this Special Issue of the IJSSP, entitled ‘Sociology of Emotions’, were, with two exceptions, presented at the 90th Annual Meeting of the American Sociological Association held in Washington, D.C., U.S.A., from August 19–23, 1995. These outstanding papers do much to develop the theoretical grounding of two closely related fields of inquiry ‐ the social psychology of emotions and the sociology of emotions. No social relations are carried out in the absence of either thought or emotion. It immediately follows that the sociology of emotions is not so much a nascent, exotic sub‐discipline of sociology as it is a level of analysis that must be carried out if meaning is to be found in any social system, in any social process, or in any social relationship of the everyday world.