Extending the understanding of bridge employment: a critical analysis

Abstract

Purpose 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. Design/methodology/approach 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. Findings 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. Research limitations/implications 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. Practical implications 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. Originality/value 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.

Factors Influencing Bridge Employment Engagement: With Reference on Health Sector in Sri Lanka

“…This is a type of employment that bridges the gap between a career job and complete departure from the labor market. Bridge employment is categorized into two main types based on career field: career bridge employment as engaging in bridge employment in the same industry or vocation and bridge employment in a different industry [19]. Mazumdar [19] further states that following conditions should be satisfied to categorized under bridge employment.…”

“…Bridge employment is categorized into two main types based on career field: career bridge employment as engaging in bridge employment in the same industry or vocation and bridge employment in a different industry [19]. Mazumdar [19] further states that following conditions should be satisfied to categorized under bridge employment. First, bridge employees tend to be over 50-years old; Second, bridge employees tend to have extensive experience in a previous job; and finally, they have passed through a transition period in their work life in the arrangement of retirement.…”

“…It is gradually accepted by scholars and experts alike that bridge employees, who are older workers, not only different from younger workers but also a heterogeneous group within older workers [19].…”

Contemplating the Antecedents of a Sustainable Work Life in an Emerging Economy: Lessons from Early Retirees in the ICT Sector of Pakistan

“…Depending upon the skillset and work experience, the retired individual may look to the job market to start with another employment opportunity-termed a bridge employment opportunity [7]. Career development research has witnessed various kinds of bridge employment opportunities depending on the choice of industry, skillset and work experience of the retirees.…”

“…Industrialized nations have devised several innovative strategies to unravel the complexities of the aging workforce. One of the successful measures in this regard involves relaxation in the retirement age; an individual is able to continue with their normal career even beyond the stipulated retirement age [7]; similarly, reforms have been introduced to promote old-age work by increasing the age-limit at which the elderly are able to avail themselves of social security benefits [8]. In spite of all these efforts toward safeguarding the interests of the elderly workforce, the risks of unemployment still loom larger for those in this segment due to their greater vulnerability, and researchers have explored the avenues of career and non-career bridge employment opportunities from the perspective of sustainable career development [9].…”