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Here today but what about tomorrow? Reducing the attrition of downsizing survivors by increasing their organizational commitment.

机译：今天在这里，明天呢？通过增加幸存者的组织投入来减少他们的规模。

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摘要

Downsizings are now so pervasive that millions of Americans are laid off each year with the stated purpose of improving their organizations' financial outcomes. However, one of the unforeseen negative consequences of downsizings is high attrition by employees who "survive" the layoffs. This dissertation seeks to extend our understanding of how organizations can persuade survivors to remain after a downsizing by increasing their organizational commitment, resulting in decreased turnover intentions, and, ultimately, lower attrition.;Using a sample of 2,751 employees, we performed a secondary analysis of employee survey data from an international consulting firm to examine the effects of multiple variables on the organizational commitment of downsizing survivors. Substantiating previous research, we confirmed that turnover intentions were positively related to actual voluntary turnover and that increased trust was positively related to increased organizational commitment.;We found that organizational commitment was positively related to both perceived organizational support (POS) and perceived supervisor support (PSS), with POS accounting for a greater increment of variance. When predicting organizational commitment subsequent to a downsizing, POS and PSS compensated for each other in that (a) POS moderated the association between PSS and organizational commitment, such that the relationship became stronger as the level of POS decreased and (b) PSS moderated the association between POS and organizational commitment, such that the relationship became weaker as the level of PSS increased. Gender moderated the 2-way interaction between POS and PSS when predicting organizational commitment such that the interaction was stronger among men than for women.;We predicted that customer service orientation (CSO) and equity would moderate the strength of the 2-way interaction between POS and PSS when predicting organizational commitment among downsizing survivors, such that the impact of CSO or equity would be stronger when POS and PSS were low. These hypotheses were only partially confirmed, as we found that CSO seemed to compensate most when PSS was low and that equity seemed to compensate most when POS was low.;Finally, we predicted that increased organizational tenure would be positively related to organizational commitment among downsizing survivors; however, a significant positive bivariate correlation was not found.
机译：现在，裁员如此普遍，每年都有数百万人被裁员，其目的是改善其组织的财务成果。但是，裁员带来的不可预见的负面后果之一是“生存”裁员的员工的高损耗。本文试图通过扩大组织承诺，减少离职意图并最终减少人员流失来扩大组织对如何说服幸存者留下来的理解;使用2,751名员工作为样本，我们进行了二次分析来自一家国际咨询公司的员工调查数据，以检查多个变量对精简幸存者的组织承诺的影响。通过证实先前的研究，我们确认离职意图与实际自愿离职呈正相关，信任度的提高与组织承诺的增加呈正相关。;我们发现组织承诺与知觉的组织支持（POS）和知觉的上级支持都呈正相关（ PSS），而POS则说明方差的增加幅度更大。在预测裁员后的组织承诺时，POS和PSS会互相补偿，因为（a）POS协调了PSS和组织承诺之间的关联，因此，随着POS级别的降低，这种关系变得更牢固；（b）PSS协调了PSS和组织承诺之间的关系。 POS与组织承诺之间的关联，从而随着PSS水平的提高，这种关系变得越来越弱。在预测组织承诺时，性别控制了POS和PSS之间的双向互动，因此男性之间的互动比女性更强。；我们预测客户服务导向（CSO）和公平将减弱之间的双向互动的强度。 POS和PSS在预测精简规模幸存者中的组织承诺时，例如，当POS和PSS较低时，CSO或股权的影响会更强。这些假设只是部分得到了证实，因为我们发现PSS较低时CSO似乎补偿最多，而POS较低时公平似乎补偿最多。最后，我们预测组织任期的增加将与缩编中的组织承诺成正相关幸存者但是，未发现显着的正二元相关性。

著录项

  • 作者

    Erickson, Robin Adair.;

  • 作者单位

    Northwestern University.;

  • 授予单位 Northwestern University.;
  • 学科 Speech Communication.;Sociology Organizational.
  • 学位 Ph.D.
  • 年度 2007
  • 页码 152 p.
  • 总页数 152
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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