Parker S K, Chmiel N, Wall T D
Institute of Work Psychology, University of Sheffield, United Kingdom.
J Occup Health Psychol. 1997 Oct;2(4):289-303. doi: 10.1037//1076-8998.2.4.289.
Findings from this 4-year longitudinal study of strategic downsizing suggest that introducing deliberate work organization and change management strategies can combat the negative effects of reduced head count. Results showed that there was no overall decrease in well-being from before to after downsizing for the 139 employees remaining in an organization, despite an increase in work demands. The potential detrimental effect of demands appears to have been offset by improvement in work characteristics arising from initiatives introduced as part of the downsizing strategy. This interpretation is consistent with analyses at the individual level, which showed that high demands were associated with poorer well-being but that increases in control, clarity, and participation were associated with improved well-being.
这项为期4年的战略性裁员纵向研究结果表明，引入精心设计的工作组织和变革管理策略可以对抗裁员带来的负面影响。结果显示，尽管工作需求增加，但对于留在组织中的139名员工而言，从裁员前到裁员后，总体幸福感并未下降。需求可能产生的不利影响似乎已被作为裁员策略一部分而引入的举措所带来的工作特征改善所抵消。这一解释与个体层面的分析结果一致，个体层面分析表明，高工作需求与较差的幸福感相关，但控制感、清晰度和参与度的提高与幸福感的改善相关。
