Career crafting for extending working lives: theorising experiences of later-career
本文通过理论化和实证研究，探讨了职业生涯后期的管理者和专业人士如何通过桥梁工作等自我发起的职业塑造策略来延长工作生涯，并提出了一个身份调节与身份工作的r4R模型。
Populations in industrial economies are ageing, creating socio-economic pressures and prompting HRM policies to extend working lives (EWLs). While such policies have had some impact, economic inactivity among those aged over 60 remains a widespread concern. This paper contributes to the HRM literature first, by theorising later-career and second, by empirically examining the experiences of later-career managers and professionals who used the self-initiated tactic for EWLs of career-crafting through bridge work. The paper synthesis identity theorising traditions to integrate micro and macro levels of analysis of EWLs. Seventy participants were recruited, and an innovative on-line qualitative data-generation instrument was used. Thematic analysis of the extensive qualitative data was conducted and an r4R model of identity-regulation [‘r’] and of four forms of identity-work [‘R’] emerged. Two conceptual contributions are made. First, understanding of the systemic structural discrimination experienced by older-workers is advanced and second, the agency of older-workers to overcome such disadvantage through identity-work to resist, restore, rejuvenate or reinvent themselves in later-career is demonstrated. The theorising supports the key insight that actions to EWLs are insufficient in themselves and reinforcement by enhanced engagement in later-career is required. Theoretical conclusions are drawn and HRM policy and practice interventions are explained.