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首页> 美国卫生研究院文献>International Journal of Environmental Research and Public Health >Organizational Downsizing Work Conditions and Employee Outcomes: Identifying Targets for Workplace Intervention among Survivors
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Organizational Downsizing Work Conditions and Employee Outcomes: Identifying Targets for Workplace Intervention among Survivors

机译：组织精简工作条件和员工成果：确定幸存者之间进行工作场所干预的目标

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This study broadly assesses the association of organizational downsizing to work conditions and employee outcomes, and the extent to which work conditions mediate the association of downsizing to employee outcomes, thereby serving as targets for workplace intervention to reduce the harmful effects of downsizing on surviving workers. The cross-sectional data came from a national probability sample of 2297 U.S. workers. A parallel multiple-mediator model with multiple outcomes was estimated, adjusting for personal, occupational, geographic, and temporal covariates. Exposure to downsizing was the predictor. A set of 12 work conditions, representing four dimensions of the work environment, served as simultaneous mediators ( work demands, role conflict, role ambiguity, and work autonomy; supervisor aggression, coworker aggression, friendship formation, and dysfunctional leadership; distributive justice and promotion opportunities; job insecurity and employment insecurity). A set of 16 employee consequences, representing five categories of outcomes, served as simultaneous outcomes ( negative work rumination and inability to unwind after work; physical, mental, and emotional work fatigue; depression, anxiety, and anger; happiness, confidence, and vigor; physical and mental health; job satisfaction, organizational commitment, and turnover intentions). The results indicated that downsizing had an adverse association with nine of the 12 work conditions (higher levels of work demands, role conflict, supervisor aggression, dysfunctional leadership, job insecurity, and employment insecurity, and lower levels of friendship formation, distributive justice, and promotion opportunities) and all 16 employee outcomes. Moreover, the associations of downsizing to the employee outcomes were indirect, collectively mediated by the nine work conditions. This study provides the broadest evaluation of the deleterious effects of downsizing on U.S. workers surviving a downsizing, identifies affected work conditions that can serve as targets for workplace interventions, and provides insight into why organizational downsizing often fails to deliver anticipated financial and performance benefits to organizations. In terms of serving as targets for workplace intervention, some work conditions meditated the associations of downsizing to a broad set of employee outcomes, whereas other work conditions were specific to certain outcomes. The broad mediators should be targets of any intervention aimed at reducing the adverse effects of downsizing, with additional workplace targets depending on the class of outcomes to be addressed by the intervention.
机译：这项研究广泛地评估了组织精简与工作条件和员工成果的关联，以及工作条件在多大程度上介导了精简与员工成果的关联，从而作为工作场所干预的目标，以减少精简对幸存工人的有害影响。横截面数据来自2297名美国工人的全国概率样本。估计了具有多个结果的并行多媒介模型，并针对个人，职业，地理和时间协变量进行了调整。缩小规模是预测因素。代表工作环境四个维度的一组12种工作条件同时充当了调解者（工作需求，角色冲突，角色歧义和工作自治；主管的侵略，同事的侵略，友谊的形成和领导能力的失调；分配正义和晋升）机会；工作不安全感和就业不安全感）。一组16种员工后果，代表五类结果，作为同时发生的结果（消极的工作沉思和下班后无法放松；身体，精神和情感上的工作疲劳；沮丧，焦虑和愤怒；幸福，自信和活力） ；身心健康；工作满意度，组织承诺和离职意向）。结果表明，裁员与12种工作条件中的9种存在不利关系（较高的工作要求，角色冲突，主管的侵略性，领导力失调，工作不安全感和就业不安全感，以及友谊形成，分配正义和晋升机会）和所有16个员工成果。此外，裁员与员工绩效之间的联系是间接的，由九种工作条件共同调解。这项研究提供了最广泛的评估，即裁员对裁员后幸存的美国工人的有害影响，确定了可作为工作场所干预目标的受影响工作条件，并深入了解了为什么组织裁员通常无法为组织带来预期的财务和绩效收益。在作为工作场所干预的目标方面，某些工作条件考虑了裁员与一系列广泛的员工成果之间的联系，而其他工作条件则特定于某些成果。广泛的调解者应是旨在减少裁员不利影响的任何干预措施的目标，其他工作场所目标取决于干预措施要解决的结果类别。

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