Layoffs, Coping, and Commitment: Impact of Layoffs on Employees and Strategies Used in Coping with Layoffs

Ramlall, Sunil; Al-Sabaan, Saleh; Magbool, Samia

doi:10.5430/jms.v5n2p25

Cited by 5 publications

(2 citation statements)

References 36 publications

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“…As we can see from historical data of the past four dec-ades, technological advancements have negatively affected manufacturing and industrial workers by providing fast automation at reduced cost for repetitive tasks. In most cases, the rationale for deciding to downsize is straightforward: by reducing costs, executives hope to improve firm profitability (Ramlall, Al-Sabaan, & Magbool, 2014). Some of the pros (rationale/reasons) and cons (possible externalities or unintended side effects) of layoffs are in Table 2.…”

Section: Rationale For Layoffsmentioning

confidence: 99%

Layoffs and Downsizing Implications for the Leadership Role of Human Resources

Mujtaba¹,

Senathip²

2020

JSSM

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Downsizing or laying off employees is usually the strategically planned elimination of large numbers of personnel or workforce to enhance organizational effectiveness and economic outlook. Downsizing has some temporary or immediate advantages such as boosting profits, avoiding bankruptcy, creating new relationships, re-organization, and getting rid of "deadwood" or disengaged employees. The disadvantages of layoffs or downsizing in an organization can include reduced skilled workers and low morale, as the employees experience mixed emotions, dismay, stress, guilt, or even envy. In addition, layoffs can reduce existing employees' satisfaction and commitment to the organization, which can result into lower performance. Human resources (HR) professionals and managers must effectively manage the impact of layoffs on people. The immediate financial hardship of a layoff could affect both the physical and psychological well-being of an individual worker, while also causing bankruptcy, depression, and more severe illnesses. Layoffs could result into long-term impacts since unemployment can last up to six months or longer. There might also be experiences of hopelessness when laid off employees are having difficulty finding new employment. This article provides an overview of layoffs as well as their impact on employees. In addition, the paper explains the role of HR personnel throughout layoffs, which are to ensure that the organization is able to enhance its overall effectiveness. In their role as project managers who are leading the layoff process, human resources professionals must focus on the legal, ethical, and socially responsible implementation of transitioning people and the organizational culture. Furthermore, managers can introduce new technologies or robots to reduce the need for large numbers of employees in the future, and they might consider changing location of the business or organization to be closer to the relevant material resources while better serving customers.

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Section: Rationale For Layoffsmentioning

confidence: 99%

Layoffs and Downsizing Implications for the Leadership Role of Human Resources

Mujtaba¹,

Senathip²

2020

JSSM

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“…Job insecurity atau kecemasan karena pekerjaan ini dapat mempengaruhi bagi karyawan yang terkena PHK (De Battisti, Gilardi, Siletti, Solari, 2014;Ramlall, Al Sabaan, dan Magbool, 2014;Wright, dan Barling, 1998) ataupun karyawan yang bertahan dari PHK (survivor) (Bohle, Bal, Jansen, Leiva, Alonso, 2016;Wang Bae, 2003;Robbins, 1999;Brockner, 1992). Job insecurity tidak hanya diakibatkan oleh downsizing saja, tetapi terdapat beberapa faktor yang merupakan antecedent bagi job insecurity.…”

Section: Pendahuluanunclassified

Peran Locus of Control Pada Hubungan Job Insecurity, Komitmen Dan Kepuasan Kerja

Sari¹,

Thawil²

2016

JRMB

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The purpose of this paper is to examine the relationships between job insecurity and its outcomes (job satisfaction and commitment), also to examine the moderator role of locus of control in this relationship. Data were collected from 143 employees across different industries, and also different job levels. A series of regressions are employed to test the hypotheses. The results showed that job insecurity was directly and negatively related to job satisfaction and organizational commitment. The research findings also showed that locus of control moderated relations between job insecurity and two studied outcomes (job satisfaction and commitment). This study offers implications for managerial practices. This result suggest for manager how to overcome the impact of job insecurity on commitment and job satisfaction through locus of control. Keywords: job insecurity, locus of control, job satisfaction, commitment

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Workplace Mobbing and the Role of Human Resources Management

Mujtaba

Senathip

2020

BEL

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Workplace mobbing and bullying are the most pressing and urgent problems which employees, managers, and executives of most businesses can face in their day-to-day activities. The HR managers are responsible for the effectiveness of the processes in the workplace management and for protecting employees from unfair harassment and humiliation. The systematization of literary sources enabled us to make conclusions that the most common forms of workplace mobbing include the spreading of malicious gossip aimed at ridiculing and bullying the victim in a department or organization. It is quite often that gossip is a malicious tool for distorting personal information that has nothing to do with the victim’s professional competence. In an extreme case, such humiliations may be distributed beyond the office or scope of the employee’s activity. The purpose of the research is to investigate various forms of workplace mobbing as well as its impact on employees, their ability to work in a team, and their effective operation in the company. The article substantiates the role of the HR department in controlling workplace mobbing, the primary function of which is to support the organization’s ability to always improve its work efficiency. Given their job responsibilities, HR managers should focus on the legal, ethical, and socially responsible aspects of the company on the implementation of the policy, which forms team relationships due to the principles of mutual respect and dignity under conditions of an inclusive work environment. Besides, managers can take measures to identify, prevent, and effectively resolve daily differences and conflicts promptly. The purpose of these activities is to help employees behave properly, rationally, and professionally, objectively adhering to policies and instructions, thereby creating a supportive workplace environment. The results of the research can be useful for HR managers to make sure all employees can work in a safe and healthy work environment. Keywords: workplace mobbing, mobbing, bullying, harassment, HR management, stonewalling, violence.

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Layoffs, Coping, and Commitment: Impact of Layoffs on Employees and Strategies Used in Coping with Layoffs

Cited by 5 publications

References 36 publications

Layoffs and Downsizing Implications for the Leadership Role of Human Resources

Layoffs and Downsizing Implications for the Leadership Role of Human Resources

Peran Locus of Control Pada Hubungan Job Insecurity, Komitmen Dan Kepuasan Kerja

Workplace Mobbing and the Role of Human Resources Management

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