人口与经济

年长员工的心理退休行为及其量表开发

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作者：杨廷钫¹ , 黄春华², 赵楠楠²

单位： 1. 暨南大学国际商学院, 广东珠海 519070; 2. 暨南大学管理学院, 广东广州 510632

关键词：年长员工; 临退休管理者; 心理退休; 扎根理论

分类号：C913. 6

出版年,卷(期):页码：2023(02):45-61

摘要：

由于人口老龄化的发展趋势以及延迟退休政策的逐步推行, 许多组织更加依赖年长员工或临退休员工所提供的价值和贡献, 对该群体动机、态度及行为的研究越来越受到重视。在现实的管理活动中, 存在着临退休管理者由于受到退休这一心理事件和节点事件的影响, 在认知、动机和行为等方面出现导致工作绩效下降的变化, 表现为心理上期待退休、认同退休者角色、与工作相关的心理承诺下降、行为上出现工作退缩和懈怠的情况。在退休研究和年长员工工作动机研究基础上, 提出了心理退休概念, 对这种现象进行总结概括和理论抽象。此外, 通过扎根理论研究提出临退休管理者心理退休的六因素模型, 分别是临退休时间认知、个体匹配认知、成长动机衰退、情绪调节优先、工作退缩行为和退休规划准备。在此基础上, 本研究对临退休管理者心理退休量表进行了实证检验。此外, 针对临退休管理者心理退休问题提出了相应的管理建议。总的来说,在文献分析以及结合现实中部分临退休管理者存在消极怠惰心理这一管理现象的基础上,提出和界定了心理退休概念, 并且采用实证研究方法开发了临退休管理者心理退休量表,较好地回答了 “心理退休是什么?”. “心理退休包括什么?” 这两个理论问题, 可以为临退休群体及年长员工的工作动机研究提供新的理论视角, 也为临退休管理者心理退休的评价和测量提供了较为可靠的工具。

Due to the development trend of population aging and the gradual implementation of
delayed retirement policy, many organizations rely more on the value and contribution provided by older employees or employees approaching retirement. The research on the motivation, attitude and behavior of this group has attracted more and more attention. In the actual
management activities, because the employees approaching retirement are impacted by the psychological and node event of retirement, there are changes in their cognition, motivation and behavior that lead to the decline in job performance, such as the expectation of retirement, the identification with the approaching retirement, the decline in work-related psychological commitment, and the behavior of job withdrawal and slack. On the basis of retirement research
and work motivation research of older employees, this study puts forward a concept of
psychological retirement to summarize and theoretically abstract this phenomenon. In addition, through grounded theoretical research, a six-factor model of psychological retirement of retired managers is proposed, which are the cognition of retirement time, cognition of individual
matching, decline of growth motivation, priority of emotion regulation, behavior of job
withdrawal, preparation of retirement plan. On this basis, this study made an empirical test on the psychological retirement scale for retired managers. Besides, corresponding management suggestions are put forward for psychological retirement. In conclusion, based on the literature analysis and the management phenomenon that some retired managers have a negative and lazy mentality in reality, this study proposes and defines the concept of psychological retirement. Besides, the psychological retirement scale was developed using empirical research methods and answered the theoretical problem of “ what is psychological retirement?” and “ what does psychological retirement include?”. These two theoretical problems can provide a new theoretical perspective for the study of the work motivation of the retired group and older
employees, and also provide a reliable assessment tool for the assessment and measurement of the psychological retirement of managers approaching retirement.

基金项目：

国家社会科学基金项目 “临退休管理者心理退休内容结构及其相关研究” ( 20BGL146); 广州市哲学社会科学发展 “十三五” 规划项目 “新业态青年从业者职业发展研究———基于珠三角地区网约工的调查” (2020GZGJ44); 教育部人文社会科学规划项目 (17YJA630036)。

作者简介：

杨廷钫, 管理学博士, 暨南大学国际商学院副教授; 黄春华, 暨南大学管理学院硕士研究生; 赵楠楠, 暨南大学管理学院硕士研究生。

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