退休返聘行为及管理策略研究：基于承诺的分析

Study on Bridge Employment and Its Management: Based on the Effect of Commitment

退休者面临着继续工作或完全停止两种选择。在连续性的作用下,为了保持原有生活状态的连续和避免特定角色的丧失,员工会做出是否返聘以及返聘倾向的决策。根据承诺强度的不同,将返聘者分为忠实返聘、组织驱动、职业驱动和多元返聘四种类型,并构建了承诺决策模型。组织在聘用退休员工时,要结合返聘者不同类型的特点,采取差异化管理方式以获取高技能和丰富经验,提升组织的持续竞争优势。

Retirees are faced with two options： either continue to work or stop working completely. In order to maintain the continuity of life and avoid the loss of their speci？c roles, many retirees will choose bridge employment, that is, go back to work. Based on the levels of commitment, the rehired retirees fall into four categories： those loyal to the company, those motivated by the organization, those motivated by the occupation and those driven by multiple motives,which construct the commitment decision model. When managing them, the organization needs to take into consideration the characteristics of retirees and employs differentiation management to bring out the best skills and rich experience in them, thus sustainably promoting the organization’s competitive edge.