About the project
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Hong Kong is currently grappling with significant demographic challenges, notably an aging population and a persistent talent shortage. As projected by the Census and Statistics Department (C&SD), by 2046, 36.0% of population in Hong Kong will be 65 years of age or over, therefore one-third of the population will be elderly. This demographic shift underscores the need to address the problem in the long term. Our research aims at identifying how retired people can effectively engage in the professional gig economy. This approach seeks to solve two problems at the same time; the talent shortage and the issue of an ageing society. Retirees, though often overlooked, are an important part of the potential workforce. It is also beneficial for their psychological well-being, including fighting depression, and finding meaning in life. Second, the characteristics of professional gig work, including flexibility and autonomy, are particularly appealing to retirees who can then have better control over their schedules and earnings. This project explores “bridge employment” through professional gig work, which is a short-term, flexible contract as a viable solution. Grounded in Self-Determination Theory (SDT), which examines motivations like autonomy, competence, and relatedness, and Person-Organization Fit (P-O Fit) theory, which assesses alignment between retirees and gig roles, the research uncovers factors influencing engagement from both retiree and employer perspectives. It also draws on Transaction Cost Economics (TCE) to evaluate hiring barriers like costs and uncertainty. The study addresses under-researched areas in Hong Kong's context, where there is no mandatory retirement age in most sectors, but policy gaps may hinder gig integration. By combining qualitative and quantitative methods, the project aims to provide actionable policy insights to foster an inclusive gig ecosystem, supporting retirees' well-being and employers' talent needs. Key Objectives: 1. Identify the factors that motivate retirees to engage in professional gig work; 2. Identify the barriers to participate in the professional gig economy faced by retirees; 3. Assess employers’ perceptions and readiness to hire retirees for professional gig work; 4. Provide insights for policymakers to support both retirees and employers in the professional gig economy. |
