Attracting retirees to apply: desired organizational characteristics of bridge employment

Barbara L. Rau and Gary A. Adams (Journal of Organizational Behavior, 26, 649–660, 2005)

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요약 (Abstract)

This research examined the impact of three organizational policies on applicant attraction of 120 older workers with an interest in bridge employment (i.e., work after formal retirement). Using a mock newspaper ad to manipulate policies, the study found a significant positive main effect of scheduling flexibility on older workers’ attraction. A targeted EEO statement showed a generally positive pattern but no statistically significant independent main effect, while opportunities to transfer knowledge through mentoring likewise showed no significant main effect. A significant three-way interaction indicated that the effects of these policies depended importantly on how they were combined.

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주요 연구 결과 (Key Findings)

1. Work Hours (Flexible Work Arrangements)

The relative unavailability of flexible and reduced work hours limits older workers' willingness to engage in bridge employment. The study found that retirees were significantly more attracted to an organization when it indicated opportunities for part-time and flexible work hours (Adj. M = 3.13) compared to when it did not (Adj. M = 2.34). This main effect was statistically significant (F(1,109)=21.05, p<0.01) and robust regardless of other policies.

2. Staffing Policy (Targeted EEO)

Organizations can signal to potential bridge employees that they will be treated with respect by using EEO language explicitly targeted at older workers. However, the research showed that the independent main effect of a targeted EEO statement was not statistically significant (F(1,109)=2.01, n.s.). Its effect on applicant attraction depended significantly on its combination with flexible work arrangements and mentoring in the three-way interaction.

3. Design of Work (Mentoring and Training)

While younger workers are concerned with developing skills, older workers are additionally concerned with generativity (sharing knowledge and experience with younger generations). Like targeted EEO, the main effect of offering opportunities to train and mentor other employees was not statistically significant on its own (F(1,109)=0.08, n.s.). Its effect depends on the other policy conditions.

4. Interactions Between Policies

• Three-way Interaction: A significant three-way interaction emerged among the policies (F(1,109)=5.07, p<0.05). Attraction was highest when all three policies were in place (Targeted EEO, Flexible Schedule, Mentoring) (Adj. M = 3.48). This supports the idea that older applicants look to other stated policies as a signal of an organization's actual practices and commitment to its EEO statement.
• Targeted EEO + FWA: Under a targeted EEO statement, the effect of mentoring/training was positive when FWAs were present, but negative when FWAs were absent. The authors interpreted this to mean that applicants may have concerns that mentoring responsibilities could restrict work hour flexibility, and failing to allay this concern is judged more harshly when the organization explicitly targets older workers.

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시사점 (Implications)

이론적 시사점 (Theoretical Implications)

The findings contribute to the person-organization (P-O) fit and targeted recruitment literature by highlighting the importance of identifying specific factors that affect attraction for already retired workers interested in bridge employment. It demonstrates that the interaction between human resource policies is instrumental in job choice.

실무적 시사점 (Practical Implications)

As employers increasingly recognize older workers as a cost-effective strategy for meeting labor demands, this study highlights that recruitment policies have a greater impact on attraction when they are mutually reinforcing. Employers must be cautious: while targeted EEO statements raise applicant expectations, failing to support them with concrete policies (like flexible work arrangements) can actually decrease applicant attraction.