11

th
International Conference on
Human Resource Development on Research and Practice
DOWNSIZING EFFECTS ON SURVIVORS
Sopian Bujang and Noorfiza Sani
Faculty of Cognitive Science and Human Development. University Malaysia Saraa! "UN#M$S%
&'()) *ota Samara+an, Saraa!. M$-$.S#$
/+one0 12)345365')
7mail0 8sopian9fcs.unimas.my
Abstract
:+is paper focused on t+e evaluation and analysis of 5) recent studies "4)));4))3% of
literature searc+ on t+e donsizing effects on survivors at t+e individual level, of t+e
organization. Most of t+e empirical studies in previous years 8efore year 4))) +ad
focused on negative responses of survivors. 5) relevant studies in t+e literature searc+
it+in t+e year 4))) until 4))3 ere analyzed and 8e compared to t+e studies t+at
+ad 8een done 8efore year 4))). :+e findings s+o t+at almost all 5) relevant studies
of t+e donsizing practices +ave direct and indirectly negative conse<uences on
survivors emotionally and 8e+aviorally +ic+ ere t+en grouped under =Survivor
Syndrome> reactions ta8le. :+is donsizing effects ere !non to 8e almost similar
it+ t+e findings of ot+er researc+ers in previous years "6&3) until 6&&&% suggesting
t+at negative effects of donsizing on survivors are unavoida8le. Several
recommendations derived from t+e study to find gaps in t+e literature for future
researc+.
Keywords: Downsizing, Survivors, Survivor Syndrome, Organization
11
th
International Conference on
Human Resource Development on Research and Practice
Introduction
:+e literature +as dran on various t+eories originate from psyc+ological and social
sciences a8out donsizing. Donsizing is an e?tremely applica8le issue to
organizations today in t+at it +as 8ecome t+e most common pro8lem in recent years.
Donsizing can 8e defined as a purposeful reduction in t+e size of an organization>s
or!force "Cascio 6&&(@ Spreitzer A Mis+ra 4))4%. Sometimes, it alternatively
termed as rig+tsizing, reorganization, restructuring, and rationalization donsizing
"Cummings A Borley 4))4% in +ic+ mostly t+e reason is to strengt+en
competitiveness "Freeman A Cameron 6&&(@ *ozlos!i et al. 6&&(@ -eung A C+ang
4))4%. :+e current tendency of organizations to donsize +as a major impact on
everyone@ to t+e government, society, organizations, terminated employees and even
t+e remaining employees, t+e survivors. #t seems to +ave 8ecome more t+e rule t+an
t+e e?ception today and for t+e future since survivors react to t+e c+ange in numerous
ays "$ppel8aum A Donia 4))6%.:+e involuntary jo8 loss e?perienced 8y t+e
survivors also +as a num8er of psyc+ological, social, and financial effects not only on
t+emselves, 8ut on t+eir families as ell. :+is article e?amines donsizing as a
Cpro8lemD or CstressorD 8ecause, as ill 8e seen, it is a painful process for t+e
survivors, and its success or failure +as major implications for all concerned. More
specifically, t+e purpose of t+is researc+ is t+erefore to investigate t+e effects of
current donsizing practices on survivors and to find gaps t+at e?ist in t+e recent
literature compared to previous literature.
Downsizing E!cts on Sur"i"ors
Determinants of donsizing usually lin! it+ jo8 insecurity "Broc!ner 6&33@
Broc!ner et al. 6&&4@ Ereen+alg+ A Fosen8latt 6&3'@ $rmstrong;Stassen 4))4%, role
am8iguity "Ereen+alg+ A Fosen8latt 6&3'@ Fis+er A Eitelson 6&3(@ Fizzo et al.
6&G)@ Hac!son A Sc+uler 6&35@ S+annon et al. 4))6%, role overload, added
responsi8ilities "Forst 6&&2@ Boodard et al. 6&&&, -ein and Ho+nson 4)))@ Bu+ler
4))(%, s+ifted positions, realign "Spreitzer A Mis+ra 4))4@ Holmes 4))G% and
demograp+ic information. 7mpirical studies demonstrate t+at effects of donsizing
on survivors are more negative t+an positive "Erun8erg et al. 4))6%. Mostly survivor
syndrome +as 8ecome t+e most !non effects of donsizing "Broc!ner 6&33, 6&&4@
Broc!ner et al. 6&&G@ Ciancio 4)))@ Davy et al. 6&&6@ Euiniven, 4)))@ Bas+ford
4))'% +ic+ refer as t+e emotional and attitudinal c+aracteristics of t+ose +o +ave
survived a donsizing "*ozlos!i et al. 6&&(@ $llen et al. 4))6% +ile Fong A
*leiner "4))'% defined survivor syndrome as t+e increased or!load for remaining
or!ers in t+e aftermat+ of donsizing. Some of t+e reactions are t+e survivors
e?pressed grief for t+ose +o +ad 8een laid off, felt resentment and anger at
employers for not giving t+em ade<uate time to say good;8ye or ac!noledge t+e loss
"-eana and Feldman 6&&4@ $rmstrong;Stassen 6&&(@ Noer 6&&(@ Coo! 4))4%.
Moreover, Erun8erg et al. "4))6% reported t+at survivors it+ coor!ers +o ere
laid;off reported significantly more +ealt+ pro8lems and incidences of depression t+an
t+ose it+ no e?perience it+ layoffs. :+is agreed 8y S+a+ "4)))%, survivors +ad a
profound impact atc+ing +o t+ose laid off ere treated. Hoever t+ere are
empirical findings t+at t+ere does not actually e?ist suc+ a survivor syndrome +as
presented an interesting vie particularly for t+e management "Baruc+ and Hind
4)))%.
11
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International Conference on
Human Resource Development on Research and Practice
Many psyc+ological, psyc+osocial, 8e+avioral, socialization, +ealt+ and ell;8eing
ere reported it+ t+e effects of donsizing on survivors. Hoever, certain
researc+es +ave identified instances +ere no suc+ syndrome c+aracteristics are
evident. Many survivors also e?perience decreased satisfaction or involvement in
t+eir jo8s after t+e donsizing "Broc!ner, Erover, A Blonder, 6&33@ Broc!ner,
DeBitt, Erover, A Feed 6&&)% coupled it+ increased a8senteeism and turnover
intention "Broc!ner, Erover, Feed, DeBitt, A I>Malley 6&3G@ Broc!ner et al., 6&&)%.
David M. Noer "6&&(% +as found t+at survivors e?perience 64 different types of
negative feelings "jo8 insecurity, unfairness, depression, an?iety or fatigue, reduced
ris! ta!ing and motivation, distrust and 8etrayal, lac! of reciprocal commitment,
dissatisfaction it+ planning and communication, lac! of strategic direction, lac! of
management credi8ility, s+ort;term profit orientation, and sense of permanent
c+ange%. Some ot+er !non conse<uences of donsizing on survivors are t+e impact
it +as on t+e social relations+ip of employee 8ot+ at or! and at +ome "Fareell
4))G%.
#!t$odo%og&
$ revie of past literature studies are descriptive, <ualitative, <uantitative or
anecdotal to ac+ieve t+e folloing o8jectives0 to identify t+e effects of donsizing on
survivors. :+e purpose of t+is researc+ is to give a 8etter understanding of t+e effects
of donsizing on survivors. :+is is ac+ieved 8y systematically analyzing and
com8ining t+e findings from independent studies of past researc+ to measure
8e+aviors and attitudes prevalent among donsizing survivors. :+us findings from
t+e study ill a8le to find gaps t+at e?ist in t+e literature empirically. :+is project
8egan it+ a selection of 5) relevant studies for literature searc+ it+in t+e year 4)))
until 4))3 and its findings ere analyzed and compared to t+e previous years "6&3)
until 6&&&% of literature. :+e study of t+e effects of donsizing ere summarized and
put into group for furt+er discussion. Searc+ ere conducted using t+e reference
section of journal, t+esis and dissertation from various data8ases as illustrated in
:a8le6.
11
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International Conference on
Human Resource Development on Research and Practice
Tab%! '( Downsizing E!cts on Sur"i"ors
)!ar
Aut$or Tit%! Findings
6 4))3 Sears, 7liza8et+ $nn.
:+e impact of donsizing on t+e long;term employees>
self;concept.
Negative long term employee>s self concept.
7ffect on trust, top;don communication, employee>s
productivity.
4 4))G
7ric!son F.$ and Mic+ael 7.
Foloff
Here today 8ut +at a8out tomorroJ Feducing t+e
attrition of donsizing survivors 8y increasing t+eir
organizational commitment.
$ttrition of survivors "organizational commitment%
( 4))G Farell, Fose;Marie.
:+e effects of glo8alization and corporate donsizing on
employee +ealt+.
7mployee>s +ealt+, nature of or!, social relations+ips.
Not a8le to adjust, lose a8ility to cope, interference
normal or! activities inKout +ome%, marital tension at
+ome.
' 4))G C+etse, 7rnest.
:+e relations+ip 8eteen self;efficacy and intent to leave
during organizational donsizing in an insurance
organization.
#ntent to leave, turnover
5 4))G Clar!, *ief H.
Survivors of donsizing in t+e automotive industry and
+o t+eir 8e+avior affects productivity folloing a
or!force reduction
Survivor>s 8e+avior "/roductivity decline%
2 4))G Holmes, *im8erly H.
/ost;donsizing0 +at to do it+ t+e surviving
employees to 8ring 8ac! morale and motivationJ
Survivor syndrome "turnover, sic! leave, lo morale%
G 4))G Foed and Fevang
Irganizational c+ange, a8senteeism and elfare
dependency
Significance increase in t+e level of sic!ness a8sence.
3 4))G
Meg+na Liric!, Huliana D.
-illy, Bendy H. Casper
Doing more it+ less0 an analysis of or! life 8alance
among layoff survivors
Hig+er levels of or!load impact role overload, affects
or! life 8alance. Feduced jo8 satisfaction
& 4))2 Bravenec, S+annon. #mpact of time on survivor syndrome. Survivor syndrome
6) 4))2 Breer, Craig
Strategies t+at foster retention among academic support
personnel in +ig+er education during organizational
donsizing
Sources of satisfaction and dissatisfaction in t+eir
decision to stay or leave t+eir current position
66 4))2 Sa+i8zada, *+atera.
Ho8 insecurity and or!;family conflict0 t+e
organizational, situational and individual influences on
t+e jo8 strain process.
Ho8 insecurity impact on employee>s or! 8e+avior,
or!;family outcomes or conflict
64 4))5 Fone, Fita S.
Bor!force under siege0 7?periences of layoff survivors in
an environment of prolonged donsizing t+reat
Survivor>s emotional reactions "sadness, s+oc!,
a8andonment, 8etrayal, feelings of devastation%.
No security "feelings of loss, family, friends, fulfilling
or!%
11
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International Conference on
Human Resource Development on Research and Practice
6( 4))5 Montgomery, De8orea D.
/ay;cuts, lay;offs, 8uy;outs and terminations0 :+e
emotional impact of organizational donsizing in *;64
educational organizations on surviving administrators.
Survivor syndrome0 emotions, morale and performance,
perceptions of jo8 as safe A psyc+ological contract
6' 4))5 Mira8al and De.oung Donsizing as a Strategic #ntervention Bor!place social relations+ips and destructions
65 4))' /faff, *ennet+ M.
:+e effect of or! role transition on survivor responses to
layoffs
or! role;transition negatively impact survivor "lac! of
trust, lac! of clear, consistent and fre<uent
communication from t+e leaders+ip%, negative effect on
t+eir t+oug+ts and attitudes to organizationKreaction
62 4))'
$mundson, Borgen, , Hordan
and 7rle8ac+
Survivors of Donsizing0 Helpful and Hindering
7?periences
Feelings of anger, guilt, loer motivation and morale,
<uestioning self;ort+, an?iety
6G 4))' -a+ner, Hessica M.
:+e impact of donsizing on survivor>s career
development0 $ test of Super>s t+eory
Survivors it+ loer jo8 satisfaction and jo8 security.
Erief reactions due to loss of t+eir coor!ers friends
63 4))' Fong and *leiner
Ne development concerning t+e effect of or! overload
on employees
Survivor syndrome
6& 4))'
C+adic!, Hunter and
Balston
7ffects of donsizing practice on t+e performance of
+ospitals
#ncreased or!load, jo8 insecurity, declining employee
productivity, declining employee innovation and
initiative, passivity toard career development and
severe morale pro8lems
4) 4))' *aiser, Eary M.
:+e effects of donsizing on employee stress and
organizational loyalty in t+e literature in t+e +ealt+care
industry
Fear of recurrence of donsizing, lac! of fait+ in
organization, t+e role of family ties to employment,
longing former situation and pre;donsizing
46 4))' :sc+an et al
Bor! related and CprivateD social interactions
at or!
+o people get along it+ t+eir colleagues, supervisors,
or su8ordinates is part of t+eir overall perception of t+eir
or! situation
44 4))' Bas+ford :+e survivor syndrome Survivor syndrome
4( 4))' Calderone, B.*.
Survivor reactions to organizational donsizing0 :+e
influence of justice perceptions and t+e psyc+ological
contract.
Irganizational commitment, jo8 satisfaction, turnover
intentions, trust in management
4' 4))' Spangen8urg, H.M
$n empirical evaluation of t+e effects of federal
donsizing on select organizational varia8les
Survivor sic!ness and survivor syndrome, relations+ip
it+ supervisor, commitment, organizational citizens+ip
8e+avior
45 4))( Cemalcilar, Can8eyli, A Sunar
-earned Helplessness, t+erapy, and personality traits0 $n
e?perimental study
Ho8 #nsecurity of donsizing leads to passivity,
procrastination, and loered self;esteem, depression
11
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International Conference on
Human Resource Development on Research and Practice
42 4))( Devine et al. Donsizing Iutcomes0 Better a Lictim t+an a Survivor 7mployee loyalty, motivation and morale
4G 4))( -o, .en;Fen.
:+e perceived impact of organizational layoff on
organizational morale0 Study of a :aianese company
Bor!ing relations+ips from familial to competitive,
negative attitudes "lo morale%
43 4))( *alimo, :aris A Sc+aufeli
:+e effects of past and anticipated future donsizing on
survivor ell;8eing0 $n e<uity perspective
Ho8 insecurity. #ntent to <uit, +ealt+
4& 4))( /epper et al.
Donsizing and Healt+ at t+e United States Department
of 7nergy
Survivor syndrome, +ealt+ pro8lems
() 4))4
Ferrie, S+ipley, Stansfeld, and
armot
7ffects of c+ronic jo8 insecurity and c+ange in jo8
security on self;reported +ealt+, minor psyc+iatric
mor8idity, p+ysiological measures, and +ealt+ related
8e+aviors in Britis+ civil servants0 :+e B+ite+all ## study
Ho8 #nsecurity of donsizing leads to poor +ealt+ and
depression
(6 4))4 Spreitzer and Mis+ra,
:o stay or to go0 Loluntary turnover folloing an
organizational donsizing
#ndividual stress, empoerment and trust
(4 4))4 *ernan and Hanges
Survivor reactions to reorganization0 $ntecedents and
conse<uences of procedural, interpersonal, and
informational justice
-oer organizational commitment and decreased trust
(( 4))4 /aterson and Cary
Irganizational justice, c+ange an?iety, and acceptance of
donsizing0 /reliminary tests of an $7:;8ased model
-oer motivation and productivity
(' 4))4 Mau, Dianne C+eryl
Survivors of donsizing0 #nformal learning of older adults
+o remain in t+e or!place after t+eir organization
e?periences a donsizing
Survivor syndrome, cognitive and emotional reactions
(5 4))4 :roc+iano, Billiam C+arles
Successful career management in a donsizing
organization
Fear of lose jo8, loss and grief
(2 4))4 Hen!ens and Lan Solinge Spousal influences on t+e decision to retire Bor!place relations+ip and marital tension at +ome
(G 4))4 Euindon and Smit+
7motional 8arriers to successful reemployment0
#mplications for counselors
Stress in survivors. /erceive t+at any demands placed
e?ceed t+eir a8ility to function it+in t+e organization>s
structure
(3 4))4 Mic+ael Coo!
:ime to grieve and adjust essential for successful
restructuring
Erief reactions
(& 4))6 Biesenfeld et al.
Stress and coping among layoff survivors0 $ self;
affirmation analysis
Decreased self;est
') 4))6
*ivima!i, La+tera, /entti
and Ferrie,
Donsizing, c+anges in or!, and self;rated +ealt+ of
employees0 $ G;year (;ave panel study.
Deterioration of +ealt+, ris! of conflict 8eteen
coor!ers, upper management and ot+er groups of
employees
'6 4))6 Erun8erg et al.
Differences in psyc+ological and p+ysical +ealt+ among
layoff survivors0 :+e effect of layoff contact
-ost friends and co;or!ers, symptoms of depression.
11
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International Conference on
Human Resource Development on Research and Practice
'4 4))6 Hu88ard, *ay Frances
:+e jo8 adjustment e?perience of survivors of
donsizing0 $ case study in a +ospital setting
Fear of jo8 loss, p+ysical and +ealt+ responses, loss and
grief, e?citement, guilt, pressure from greater or!
demands, loss of confidence
'( 4))6 $ppel8aum and Donia
:+e realistic donsizing previe0 $ multiple case study,
/art #.
Survivor Syndrome "trust, communication%
'' 4))6 Euiniven
:+e lessons of survivor literature in communicating
decisions to donsize
guilt, anger, and +atred, loered productivity, loered
<uality, and sa8otage
'5 4))) S+a+
Netor! destruction0 t+e structural implications of
donsizing
Negative alterations in survivors> social functioning
'2 4))) *inic!i et al.,
$ panel study of coping it+
involuntary jo8 loss
Negative psyc+ological issues "anticipatory and
outcome M stress and productivity%
'G 4))) Hug+es
$voidance of emotional pain during donsizing in a
pu8lic agency.
Nontrivial c+anges in surviving employee attitudes,
performance, and ell;8eing
'3 4))) /ieplo, :+omas C+arles
$n analysis of t+e impact of donsizing on t+e survivors
of t+e donsizing it+in t+e Department of Defense
Irganizational 8e+avior, morale, intent to remain
'& 4)))
Fiona Camp8ell, -es
Borrall and Cary Cooper
:+e /syc+ological 7ffects of Donsizing and
/rivatization
7motional, attitudinal, 8e+avioral, organizational
morale, motivation, organizational loyalty, jo8 security
5) 4))) -ands8ergis et al.
Felia8ility and validity of t+e Ho8 Content Nuestionnaire
"HCN% decision latitude scale
Bor!place social relations+ips and destructions
11
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International Conference on
Human Resource Development on Research and Practice
Discussion
:a8le 4 8elo are t+e summarized ta8les of survivor reactions revieed from recent
literature of 4)));4))&@
Tab%! *( R!"i!w o Downsizing E!cts in R!c!nt )!ars +*,,,-*,,./
E0otions1 2s&c$o%ogica% Stat!s and Wor3 Attitud!s
Ang!r "Bravenec 4))2@ Montgomery 4))5@ Fone 4))5@ Fong A *leiner 4))'@ $mundsen et al. 4))'@
Mau 4))4@ /epper et al. 4))(@ *inic!i et al. 4)))%
An4i!t&5F!ar "Bravenec 4))2@ Montgomery 4))5@ Fong A *leiner 4))'@ *aiser 4))'@ $mundsen et
al. 4))'@ Mau, 4))4@ :roc+iano 4))4@ Hu88ard 4))6@ /epper et al. 4))(%
Gui%t "Bravenec 4))2@ Montgomery 4))5@ Fone 4))5@ Fong A *leiner 4))'@ $mundsen et al. 4))'@
Mau 4))4@ Hu88ard 4))6@ /epper et al. 4))(@ *inic!i et al. 4)))%
D!6r!ssion " Cemalcilar et al. 4))(@ Ferrie et al. 4))4@ Mau 4))4@ Erun8erg et al. 4))6@ /epper et al.
4))(@ *inic!i et al. 4)))%
Incr!as!d wor3 str!ss5%oad "Holmes 4))G@ C+adic! et al. 4))'@ Bu+ler 4))(@ Spreitzer A Mis+ra
4))4@ *inic!i et al. 4)))%
7ob ins!curit& "Sa+i8zada 4))2@ Montgomery 4))5@ Fone 4))5@ C+adic! et al. 4))'@ *aiser 4))'@
-a+ner 4))'@ *alimo et al. 4))(@ :roc+iano 4))4@ Hu88ard 4))6@ Camp8ell et al. 4)))%
7ob satisaction "Breer 4))2@ -a+ner 4))'@ Calderone 4))'%
8ow!r 0ora%! "Holmes 4))G@ Montgomery 4))5@ C+adic! 4))'@ $mundsen et al. 4))'@ Devine et al.
4))(@ -o 4))(@ Camp8ell et al. 4)))@ /ieplo 4)))%
Organizationa% co00it0!nt5%o&a%t& "7ric!son 4))G@ Spangen8urg 4))'@ Calderone 4))'@ Devine
4))(@ *ernan A Hanges 4))4@ Camp8ell et al. 4)))%
2!rc!i"!d airn!ss59ustic! " Fone 4))5@ Calderone 4))'%
Trust "Sears 4))3@ /faff 4))'@ Calderone 4))'@ Spreitzer A Mis+ra 4))4@ *ernan A Hanges 4))4@
$ppel8aum A Donia 4))6%.
S!% !st!!01 S!% conc!6t "Sears 4))3@ $mundsen et al. 4))'@ Cemalcilar et al. 4))(@ :roc+iano 4))4@
Biesenfield et al. 4))6%
Gri! 5:!r!a"!0!nt " -a+ner 4))'@ Corr et al. 4))(@ :roc+iano 4))4@ Coo! 4))4%
:!$a"iora% R!actions
Abs!nt!!is0 "Foed A Fevang 4))G%
Int!ntion to %!a"!5turno"!r "C+etse 4))G@ Holmes 4))G@ Calderone 4))'@ *alimo et al. 4))(@ *ernan
A Hanges 4)))@ /ieplo 4)))%
Wor3 !ort56!ror0anc!52roducti"it& "Sears 4))3@ Clar! 4))G@ Montgomery 4))5@ C+adic! et al.
4))'@ /aterson A Cary 4))4@ Hug+es 4)))@ *inic!i et al. 4)))%
Co00unication "/faff 4))'@ $pple8aum A Donia 4))6%
Wor36%ac! socia% r!%ations$i6s5con%icts "Farell 4))G@ Fone 4))5@ Mira8al 4))5@-a+ner 4))'@
*aiser 4))'@ :sc+an 4))'@ -o 4))(@ *ivima!i et al. 4))6@ Erun8erg et al. 4))6@ -and8ergis et al. 4)))@
S+a+ 4)))@ Hen!ens A Lan Solinge 4))4%
Fa0i%&5;o0! con%icts "Fareell 4))G@ Sa+i8zada 4))2@ Fone 4))5@ *aiser 4))'@ Hen!ens A Lan
Solinge 4))4%
Most of t+e findings from t+e revieed literature indicate =survivor syndrome> as t+e
common effects of donsizing. $s stated 8y t+e previous researc+ers of "*ozlos!i
et al.6&&(@ Cascio 6&&(@ Noer 6&&(% +ic+ refer survivor syndrome as t+e survivor>s
emotional and attitudinal c+aracteristics, Do+erty and Horsted "6&&5 p.42% also
defined survivor syndrome as Cmi? 8ag of 8e+aviours and emotions folloing an
organizational donsizingD . #t also is c+aracterized 8y t+e feelings of guilt, anger,
loss of motivation, loss of morale, <uestioning of self ort+ and an?iety "$mundsen,
Borgen Hordan and 7rle8ac+ 4))'%, self preservation, guilt, anger, +atred ere also
common emotional t+emes present in survivors "Euiniven 4))6%. Survivor syndrome
manifested 8y feelings of loss, an?iety, anger, insecurity, mistrust and stress
11
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International Conference on
Human Resource Development on Research and Practice
"McEarvey 4))6%. $ll t+is reactions and 8e+aviors +ave 8een lin!ed it+ survivor
syndrome.
:a8le ( 8elo are t+e summarized ta8les of survivor reactions revieed from
previous years of 6&3);6&&&@
Tab%! <( R!"i!w o Downsizing E!cts in 2r!"ious )!ars +'.=,-'.../
E0otions1 2s&c$o%ogica% Stat!s and Wor3 Attitud!s
Ang!r "e.g. $rmstrong;Stassen 6&&(@ Noer 6&&(@ -eana and Feldman 6&&4@ Broc!ner et al. 6&32%
An4i!t& "e.g. $strac+an 6&&5, Noer 6&&(@
Gui%t "e.g. Broc!ner et al. 6&32@ .oung A Bron 6&&3%
D!6r!ssion "e.g. Ereen+alg+ A Fosen8latt 6&3'@ Noer 6&&(@ *ets de Lries A Balazs 6&&G@ .oung
A Bron 6&&3@ Noron+a A S+arma 6&&&%
Incr!as!d wor3 str!ss5%oad "e.g. :om8aug+ and B+ite 6&&)@ $rmstrong;Stassen, 6&&'%
7ob ins!curit& "e.g. Ereen+alg+ and Fosen8latt 6&3'@ Broc!ner et al. 6&35@ Davy et al. 6&&6@
Broc!ner et al. 6&&4@ $rmstrong;Stassen 6&&(@ Noer 6&&(%.
7ob satisaction "e.g.@ :om8aug+ and B+ite 6&&)@ Davy et al. 6&&6@ Noer 6&&(, Lerdi 6&&2%
8ow!r 0ora%! "e.g. Sutton et al. 6&32@ *oonce 6&&6@ $rmstrong;Stassen 6&&(, Mis+ra A Mis+ra
6&&'%
Organizationa% co00it0!nt5%o&a%t& "e.g. Broc!ner et al. 6&3G@ Davy et al. 6&&6@ Broc!ner et al.
6&&4@ $rmstrong;Stassen 6&&(@ Noer 6&&(@ Mis+ra A Mis+ra 6&&'@ Naumann et al. 6&&5, .oung A
Bron 6&&3%
2!rc!i"!d airn!ss59ustic! "e.g. Ereen+alg+ and Fosen8latt 6&3'@ Broc!ner 6&&3 and 6&&)@ Broc!ner
and Ereen8erg 6&&)@ Broc!ner et al. 6&&)@ Davy et al. 6&&6@ $rmstrong;Stassen 6&&(@ Noer 6&&(@
Broc!ner et al. 6&&'@ Daly and Eeyer 6&&'@ Lerdi 6&&2%
Trust "e.g. Noer 6&&(, .oung A Bron 6&&3%
S!% !st!!01 s!% conc!6t "Noer 6&&(@ Ereen+alg+ and Fosen8latt 6&3'@ Broc!ner et al. 6&35 and
6&&4@ $rmstrong;Stassen,6&&'@ *ets de Lries A Balazs 6&&G@ Noron+a A S+arma 6&&&%
Gri! " Conti 6&&3%
:!$a"iora% R!actions
Abs!nt!!is0 "e.g. Broc!ner et al. 6&&)@ Feldman 6&3&@ Broc!ner et al.6&33%
Int!ntion to %!a"!5turno"!r "e.g. Ereen+alg+ 6&3(@ Broc!ner et al, 6&&)@ :om8aug+ and B+ite
6&&)@ Davy et al. 6&&6@ Daly and Eeyer 6&&'%
Wor3 !ort56!ror0anc! "e.g. Ereen+alg+ and Fosen8latt 6&3'@ Broc!ner et al 6&32@ Broc!ner et
al. 6&3G@ Broc!ner 6&33 and 6&&)@ Broc!ner and Ereen8erg 6&&)@ Broc!ner et al. 6&&)@ Broc!ner
Erover, Feed, and DeBitt 6&&4@ Broc!ner, :yler and Cooper;S+neider 6&&4@ $rmstrong;Stassen
6&&(@ Corum 6&&2%
Co00unication "Suss!ind 6&&2@ Miller 6&&4%
Wor36%ac! socia% r!%ations$i6s5con%icts "*oe8er 6&&&@ Bailey 6&&&%
Fa0i%&5;o0! con%icts "Carraay 6&&G@ Crouter A Man!e 6&&'@ C+afin 6&&4%
Most of t+e empirical studies a8ove s+o findings of negative effects of donsizing
on survivors mainly psyc+ological distress for e?ample an?iety, depression, anger and
guilt "$mundsen et al. 4))'%. /syc+ological distress is a mental +ealt+ disorder
involves t+e 8ody, mood, and t+oug+ts ":ouris+ et al. 4))'%. :+is is also aligned it+
Noer "6&&(% +o noted t+at +ig+er levels of depression is still in layoff survivors
even five years after t+e donsizing incident.
Some ot+er emotions include depression, confusion, +elplessness, isolation, rejection,
and s+oc! "Euindon A Smit+ 4))4%. :+is is 8ecause survivors +ave +ig+ levels of
stress@ t+ey feel t+at t+eir careers are in ris!, and for some, t+eir self;esteem plummet.
Decreased organizational commitment, deterioration in organizational morale,
increased conflict in t+e or!place and outside or!place "at +ome%, decreased
11
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International Conference on
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motivation and satisfaction and ot+er 8e+avior pro8lems also found in t+e literature
indicate some of t+e 8e+avioral responses of t+e survivors.
Some findings state t+e effects on employees> ell;8eing 8y social interactions 8ot+
at or! and at +ome. /revious literatures +ave least findings on socialization impact
on survivors +oever during recent years@ many literatures +ave come out it+ t+e
role of social support as t+e moderator and mediator. /er+aps, survivors are trying to
adapt to t+e ne or!ing environment. :+e loss of a co;or!er also relate to
8ereavement or grief situation.
Iverall, t+e revies on t+e 5) literatures ere almost similar to t+e findings of
previous years "8elo 4)))% of literature mainly on survivor>s emotions,
psyc+ological, attitudes, 8e+avioral ell;8eing and +ealt+. Hoever, t+ere are some
recent revie of literature indicate on positive effects of donsizing on survivors
+ic+ could not 8e found in t+e previous literature searc+ suggesting t+at t+e gap of
donsizing effects on survivors need to 8e studied more. $lt+oug+ survivor>s
reactions mig+t vary 8ased on individual>s differences "perception, demograp+ic,
adaptive 8e+avior or social support received%, t+e outcomes of donsizing are clearly
negative on t+e remaining employees and very limit studies indicate t+e positive side
of donsizing on survivors "e.g. /omponio 4))3% for e?ample@ career alternate pat+,
learning ne s!ills, furt+er education, optimistic%. :+ere is also lac! of findings on t+e
effects of donsizing on career decisions and planning on survivors "e.g. Mars+all
and Bonner 4))(%.
Conc%usion and R!co00!ndation
B+ile donsizing is aimed to improve t+e organization>s competitiveness,
productivity and effectiveness, organizations and society s+ould not under;estimated
t+e negative effects of donsizing and must ta!e into account t+e difficulties of t+e
survivors +o are majority emotionally damaged. Survivor syndrome can 8e reduced
8y actions of many parties. Findings from Noer "6&&(%, Cascio "6&&(% and Broc!ner
studies descri8e t+at employee, employer and t+e organization roles are essential to
overcome t+e pro8lem so t+at t+e remaining employee 8ecomes more motivated for
e?ample@ good communication and employee empoerment to deal it+ t+e survivors
8efore, during and after donsizing. :+e studies also mostly descri8e t+e negative
effects of survivors +ic+ matc+ it+ almost all t+e recent studies.
Some additional suggestions are 8y giving opportunities for employees to involve in
t+e donsizing decision, provide financial and training assistance to manage c+ange
and transition or perceived organizational support. :+ere is a need to e?plore t+e
moderating and mediating varia8les 8eteen donsizing practices and survivor>s
reactions and its significant relations+ip in future researc+. Moderator varia8les ill
+elp e?plain +y t+e incidence occurs. :+ere is also a need to revie t+e e?isting t+e
models t+at +ad 8een proposed in t+e donsizing literature in relation to t+e employee
and organizational outcomes. Besides, due to t+e limited literature revie on t+e
positive effects of donsizing, suc+ researc+ s+ould also e?plore t+e positive side of
donsizing can +ave on t+e employees and organization. $lt+oug+ donsizing topic
is e?tremely sensitive and confidential issues, findings from t+is area ould 8e t+e
8iggest contri8ution to t+e industry, organization, managers and country in managing
termination of employee it+out t+eir consent.
11
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International Conference on
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Ac3now%!dg!0!nt
:+e aut+ors ould li!e to e?press t+eir gratitude and appreciation to Universiti
Malaysia Saraa! for supporting and alloing t+em em8ar!ing for t+is researc+.
R!!r!nc!s
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International Conference on
Human Resource Development on Research and Practice
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th
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th
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th
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th
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