Organizations benefit from older workers' contributions even past the threshold of retirement, yet little is known about what motivates older workers to pursue bridge employment in their current organizations. Perceived organizational support (POS) typically helps organizations retain employees, yet some older workers may ironically be repelled by POS to the extent that it imposes an undesirable, excessive obligation. In this paper, we develop and test a model of how older workers' intentions to engage in bridge employment towards their current organization are contingent upon the interaction between two central elements of older workers' employment relationships: (1) perceived organizational support (POS), and (2) the type of psychological contract they endorse. In Study 1, using data from two samples (Study 1a N = 168; Study 1b time-lagged N = 157), we found that POS increased bridge employment intentions to the current organization among older workers endorsing a relational psychological contract. However, we also found that POS decreased bridge employment intentions to the current organization among older workers endorsing a transactional psychological contract. In Study 2 (N = 348), we unpacked the underlying mechanisms (role expansion and excessive obligation to the organization) that explain the interaction effects. The results indicate that how POS ‘fits’ with older workers' psychological contracts informs their motivation to engage in bridge employment.

组织甚至在退休门槛之前仍能从老年工人的供款中受益，但对于激励老年工人在其当前组织中寻求过渡性就业的知之甚少。感知的组织支持（POS）通常可以帮助组织留住员工，但具有讽刺意味的是，某些POS可能会强加给员工一些不希望的过度义务，因此会讽刺一些老员工。在本文中，我们开发并测试了一个模型，该模型表明老年工人的意图是如何将过渡就业与其当前组织联系起来，这取决于老年工人雇佣关系的两个核心要素之间的相互作用：（1）感知的组织支持（POS） ，以及（2）他们认可的心理契约的类型。在研究1中，使用来自两个样本的数据（研究1a N = 168; 研究1b的时间滞后性N  = 157），我们发现POS在支持关系心理契约的老年工人中增加了与当前组织的桥梁就业意向。但是，我们还发现，在支持交易性心理契约的老年工人中，POS降低了与当前组织的桥梁就业意向。在研究2（N  = 348）中，我们解开了解释相互作用影响的潜在机制（角色扩展和对组织的过度义务）。结果表明，POS如何“适应”老年工人的心理契约，从而说明了他们从事桥梁工作的动机。