Organizational Signals and the Psychological Contract in Late Career Employment

While a political objective exists to extend professional careers, senior employees may still face pressure for early retirement. This raises concerns about senior employees' perceptions of workplace support and integration. This article addresses these concerns by examining how organizational signals shape the perceptions of senior employees regarding the psychological contract during the late stages of their careers. This is achieved through qualitative interviews with senior employees in the private sector. The analysis reveals that organizations convey diverse types of structural and interactional signals. These signals can disrupt the psychological contract with senior employees, reducing employee motivation and early retirement. To prolong individuals' professional tenures, employers must recognize their role in signalling and upholding organizational support to balance the psychological contract throughout the late stages of employees' careers.