Abstract:
The Number of employees opting to remain in employment after attaining retirement age is
increasingly becoming more and more and the need to investigate the contribution of work
factors and particularly organizational justice is necessary. Retiring employees are rich in
experience and wealthy in knowledge and their decision to continue to avail this important
resource to the organization is not only good for the concerned company but the economy in
which this occur. The purpose of this study is to analyze the contribution of organizational
justice to people’s decisions to remain in employment relationship long after attaining retirement
age with personality of the individual as a moderating factor. The views of retired civil servants
in Kenya were used in this study. The study, grounded on continuity theory used a sample of 397
retirees drawn from a population of 6447 spread across five counties in Kenya. Self-constructed
interview schedule and questionnaire were used to gather data after its reliability was established
through test-retest method. The findings indicated that organizational justice is positively related
to employee decision to remain in employment and employee personality has no moderating
effect on this relationship. However, four (4) dimensions of personality have a moderating effect
on the relationship and only one (1) does not. The study recommends a further study be done on
the contribution of non-work factors to retirees’ decision to remain in employment relationship
after attaining retirement age.
