裁员幸存者反应前因变量研究综述

Review on Survivors' Reactions in Downsizing Organization

裁员幸存者是指组织裁员后继续留岗的员工,企业利润的继续创造者。由于外部环境的变化,出于自身生产与发展的需要,企业时常采取裁员策略以降低人工成本或提高运营效率,但结果往往不令人满意。这很大原因在于对于裁员事件,幸存者会做出多方面的消极反应:心理方面的反应,如工作满意度、组织信任感、组织承诺水平的降低;行为方面的反应,如自愿离职、良好公平行为的破坏等。当然,这些受到一定因素的影响:从组织层面看,有组织公平、领导诚信等;从工作层面看,有工作不确定性、工作再设计等;从个人层面看,有冗余状态、心理授权感等。管理者应当积极关注幸存者消极反应及其影响因素并做好预防措施,以实现裁员的初衷。

Survivors are the employees who remain in the organization after downsizing, and they will continue to create profit for the organization. Companies often resorted to downsize to reduce labor costs or to improve operational efficiency because of the change of the external environment, but the results may not be satisfactory. For the event of layoffs, the survivors will make a wide range of nega- tive reactions. It includes psychological reactions, such as the reduction of the level of job satisfac- tion, organizational trust, organizational commitment, and behavioral reactions, such as voluntary re- dundancy and the destruction of the good organizational citizenship behavior and so on. Of course, these reactions are influenced by certain factors. They are organized fairness, integrity of leaders, etc. on the organizational level, and work uncertainty, job redesign, etc. on the working level, and from the personal level, they are the redundancy status, psychological sense of empowerment and so on. Therefore, managers should actively concern about the survivors＇ negative reactions and the influ- encing factors, and try to take preventive measures well to catch the initial expectations of downsizing.