退休者面临着继续工作或完全停止两种选择。在连续性的作用下,为了保持原有生活状态的连续和避免特定角色的丧失,员工会做出是否返聘以及返聘倾向的决策。根据承诺强度的不同,将返聘者分为忠实返聘、组织驱动、职业驱动和多元返聘四种类型,并构建了承诺决策模型。组织在聘用退休员工时,要结合返聘者不同类型的特点,采取差异化管理方式以获取高技能和丰富经验,提升组织的持续竞争优势。 Retirees face the option of either continuing their work or stopping it altogether. In the continuity, in order to maintain the continuity of the original state of life and avoid the loss of specific roles, employees will make decisions whether to re-hire and re-hire. According to the different strength of commitment, the recruiters are divided into four types: faithful return, organization-driven, career-driven and multiple return, and a commitment decision model is constructed. When employing retired staff, the organization should take the different types of characteristics of the recruiters and adopt a differentiated management approach to acquire high skills and rich experience so as to enhance the sustainable competitive advantage of the organization.