The Relationship Between Social Support and Well-Being in Those Over 50 Leaving Career Employment

An increase in the numbers of aging baby boomers, longer lifespans, and organizational pressures over the past 15 years have contributed to an increasing over 50 workforce pursuing bridge employment. Little research exists on workforce adjustment after leaving long-term career employment. The purpose of this quantitative study was to examine the relationship between adjustment of those who left voluntarily and involuntarily. Research questions addressed variation among these groups in adjustment (well-being) and the relationship between social support and well-being. Theoretical foundations include Hobfoll's conservation of resources and Lazarus's stress, appraisal, and coping theories. Data were collected from a cross-sectional convenience survey drawn from professional and managerial workers. Data analysis methods included comparison of subgroups through t tests for differences of means and multiple regression. Results indicated life satisfaction was higher in the first 2 years for those who left voluntarily; positive and negative affect improved over 4 years for those who left involuntarily pursuing a career occupation; and social support functions varied among subgroups by type, level of R2 contribution, and well-being factor. Implications for positive social change include supporting underemployed older workers through enhanced organization and government policy and focusing on transitions from career employment that can result in well-being in older age.