年长员工退休后继续工作动机的前因组态研究：基于模糊集定性比较分析方法

doi:10.12139/j.1672-0628.2026.03.016

心理与行为研究 ›› 2026, Vol. 24 ›› Issue (3): 410-417.DOI: 10.12139/j.1672-0628.2026.03.016

年长员工退休后继续工作动机的前因组态研究：基于模糊集定性比较分析方法

孟鸿兴¹^,², 王晓庄³, 马红宇*^,¹^,²^,⁴()

1. 青少年网络心理与行为教育部重点实验室，武汉 430079
2. 人的发展与心理健康湖北省重点实验室，华中师范大学心理学院，武汉 430079
3. 教育部人文社会科学重点研究基地天津师范大学心理与行为研究院，天津师范大学心理学部，天津市学生心理健康与智能评估重点实验室，天津 300387
4. 湖北省未成年人心理健康成长辅导中心，武汉 430079

收稿日期:2024-11-25 出版日期:2026-05-20 发布日期:2026-05-20
通讯作者: 马红宇
基金资助:
湖北省未成年人心理健康成长辅导中心建设项目(2024年)。

A Study on the Antecedents of Older Workers’ Motivation to Continue Working Beyond Retirement: Based on Fuzzy-Set Qualitative Comparative Analysis Method

Hongxing MENG¹^,², Xiaozhuang WANG³, Hongyu MA*^,¹^,²^,⁴()

1. Key Laboratory of Adolescent Cyberpsychology and Behavior(CCNU), Ministry of Education, Wuhan 430079
2. Key Laboratory of Human Development and Mental Health of Hubei Province, School of Psychology, Central China Normal University, Wuhan 430079
3. Key Research Base of Humanities and Social Sciences of the Ministry of Education, Academy of Psychology and Behavior, Faculty of Psychology, Tianjin Key Laboratory of Student Mental Health and Intelligence Assessment, Tianjin Normal University, Tianjin 300387
4. Hubei Guidance Center for Minors’ Mental Growth, Wuhan 430079

Received:2024-11-25 Online:2026-05-20 Published:2026-05-20
Contact: Hongyu MA

摘要/Abstract

摘要：

年长员工的个体心理因素及其感知组织因素均对退休后继续工作动机产生影响，然而这些因素协同作用的模式尚不明确。本研究采用模糊集定性比较分析法探索年长员工退休后继续工作动机的前因条件组合与多元提升模式。对789名年长员工进行调查，结果显示：存在三种组态提升年长员工产生高退休后继续工作动机，分别是个体强−组织强提升模式、组织强−个体中提升模式、个体强−组织中提升模式。研究识别出年长员工退休后继续工作动机的多条前因组态路径，从而为有效干预和促进年长员工退休后继续工作动机提供新的思路。

关键词: 年长员工, 退休后继续工作动机, 组态分析

Abstract:

Individual psychological factors and perceived organizational factors of older workers both influence their motivation to continue working beyond retirement, yet the patterns of their synergistic effects remain unclear. This study employed fuzzy-set Qualitative Comparative Analysis (fsQCA) to explore the antecedent condition combinations and multiple enhancement patterns of older workers’ motivation to continue working beyond retirement, based on a survey of 789 older workers. The results showed that three configurations were identified that enhance older workers’ high motivation to continue working beyond retirement that is the strong individual and strong organization enhancement pattern, the strong organization and moderate individual enhancement pattern, and the strong individual and moderate organization enhancement pattern. This paper identifies multiple antecedent configuration pathways for older workers’ motivation to continue working beyond retirement, thereby providing new insights for effective intervention and promotion of such motivation.

Key words: older workers, motivation to continue working beyond retirement, configuration analysis

中图分类号:

B849

孟鸿兴, 王晓庄, 马红宇. 年长员工退休后继续工作动机的前因组态研究：基于模糊集定性比较分析方法[J]. 心理与行为研究, 2026, 24(3): 410-417.

Hongxing MENG, Xiaozhuang WANG, Hongyu MA. A Study on the Antecedents of Older Workers’ Motivation to Continue Working Beyond Retirement: Based on Fuzzy-Set Qualitative Comparative Analysis Method[J]. Studies of Psychology and Behavior, 2026, 24(3): 410-417.

图/表 5

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	M±SD	1	2	3	4	5	6	7
1.职业未来剩余机会	3.98±1.53
2.职业未来剩余时间	3.36±1.45	0.77***
3.非本质主义信念	4.22±1.50	0.58***	0.56***
4.工作自主性	3.68±0.93	0.49***	0.44***	0.45***
5.任务互依性	3.14±0.92	0.41***	0.35***	0.36***	0.43***
6.工作需求认知	3.30±0.91	0.37***	0.33***	0.29***	0.35***	0.53***
7.组织支持感	4.20±1.55	0.59***	0.53***	0.46***	0.54***	0.43***	0.38***
8.退休后继续工作动机	3.64±1.20	0.40***	0.32***	0.38***	0.41***	0.23***	0.22***	0.36***

	M±SD	1	2	3	4	5	6	7
1.职业未来剩余机会	3.98±1.53
2.职业未来剩余时间	3.36±1.45	0.77***
3.非本质主义信念	4.22±1.50	0.58***	0.56***
4.工作自主性	3.68±0.93	0.49***	0.44***	0.45***
5.任务互依性	3.14±0.92	0.41***	0.35***	0.36***	0.43***
6.工作需求认知	3.30±0.91	0.37***	0.33***	0.29***	0.35***	0.53***
7.组织支持感	4.20±1.55	0.59***	0.53***	0.46***	0.54***	0.43***	0.38***
8.退休后继续工作动机	3.64±1.20	0.40***	0.32***	0.38***	0.41***	0.23***	0.22***	0.36***

变量	锚点
变量	完全隶属	交叉点	完全不隶属
职业未来剩余机会	5.51	3.98	2.45
职业未来剩余时间	4.81	3.36	1.91
非本质主义信念	5.73	4.22	2.72
工作自主性	4.61	3.68	2.75
任务互依性	4.07	3.14	2.22
工作需求认知	4.21	3.30	2.39
组织支持感	5.75	4.20	2.64
退休后继续工作动机	4.84	3.64	2.43

变量	锚点
变量	完全隶属	交叉点	完全不隶属
职业未来剩余机会	5.51	3.98	2.45
职业未来剩余时间	4.81	3.36	1.91
非本质主义信念	5.73	4.22	2.72
工作自主性	4.61	3.68	2.75
任务互依性	4.07	3.14	2.22
工作需求认知	4.21	3.30	2.39
组织支持感	5.75	4.20	2.64
退休后继续工作动机	4.84	3.64	2.43

前因条件	高退休后继续工作动机
前因条件	一致性	覆盖率
职业未来剩余机会	0.71	0.64
～职业未来剩余机会	0.47	0.43
职业未来剩余时间	0.69	0.61
～职业未来剩余时间	0.50	0.45
非本质主义信念	0.71	0.65
～非本质主义信念	0.48	0.43
工作自主性	0.71	0.68
～工作自主性	0.50	0.43
任务互依性	0.66	0.60
～任务互依性	0.53	0.47
工作需求认知	0.65	0.61
～工作需求认知	0.55	0.47
组织支持感	0.69	0.65
～组织支持感	0.50	0.44

年长员工退休后继续工作动机的前因组态研究：基于模糊集定性比较分析方法

A Study on the Antecedents of Older Workers’ Motivation to Continue Working Beyond Retirement: Based on Fuzzy-Set Qualitative Comparative Analysis Method

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前因条件	高退休后继续工作动机			低退休后继续工作动机
前因条件	R1	R2	R3	NR1	NR2
非本质主义信念	●	●	●
职业未来剩余机会	●	•	●
职业未来剩余时间	•	•
工作自主性	●	●	•
任务互依性			•
工作需求认知			•
组织支持感	●	●	•
一致性	0.88	0.88	0.90	0.89	0.89
原始覆盖度	0.23	0.22	0.18	0.34	0.35
唯一覆盖度	0.05	0.03	0.05	0.02	0.03
总体一致性	0.86			0.89
总体覆盖度	0.33			0.37

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