Experiential differences between voluntary and involuntary job redundancy on depression, job‐search activity, affective employee outcomes and re‐employment quality

Waters, Lea

doi:10.1348/096317906x104004

Cited by 35 publications

(22 citation statements)

References 54 publications

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“…One factor significantly related to reemployment and earnings is whether the person is being laid-off or has resigned of his/her own will. According to Lea Waters (2007), those who voluntarily resigned experience lower levels of depression and engaged in more job search activity than those who experienced involuntary job loss.…”

Section: Reemployment and The Development Of Earnings -Theoretical Prmentioning

confidence: 99%

Reemployment of Displaced Workers – The Case of a Plant Closing on a Remote Region in Finland

Jolkkonen

Koistinen

Kurvinen

2012

NJWLS

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The aims of this article are to examine the reemployment of displaced workers and individual factors that predict reemployment and education, earnings in new jobs, and paths to reemployment. This article is based on a case study 1 of the closing down of the Perlos Ltd plants in North Karelia in eastern Finland. From the 1990s, the Perlos Corporation grew from a Nokia subcontractor into a globally operating limited company with a global workforce of over 13,000 workers and almost 2,000 workers in North Karelia. In 2007, the corporation closed down all its production activities in Finland. In the case study, various data sources were used but this article is based mainly on the questionnaire conducted in 2008 among 1,217 trade union members. Logistic and multinomial regression analyses are used as analysis methods. Against expectations, the fast reemployment of the displaced workers was a surprise, which can be explained by the good demand and hidden need for labor in other firms in this region. However, the demand was specific and differentiated between the workers' job opportunities. White-collar workers had better chances of reemployment. Gender, next to the occupational status, was an important predictor for reemployment. On the other hand, education, the willingness to move, and family status were not statistically significant explanatory factors for reemployment. The age of the job seekers was one important factor predicting unemployment. KEY WORDSPlant closing / displaced workers / reemployment / unemployment / loss of earnings / job search.

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Section: Reemployment and The Development Of Earnings -Theoretical Prmentioning

confidence: 99%

Reemployment of Displaced Workers – The Case of a Plant Closing on a Remote Region in Finland

Jolkkonen

Koistinen

Kurvinen

2012

NJWLS

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“…They rebound faster from the termination (Lekan, 1993) and have greater ability to reflect on events. This helps them put their situation in perspective and maintain a sense of control (Waters, 2007). It also aids in coping because each setback in the transition process is not viewed as devastating, but as simply a barrier to be overcome along the way.…”

Section: Discussionmentioning

confidence: 99%

Individual differences in outplacement success

Martin

Lekan²

2008

Career Development International

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Purpose -Although outplacement consulting and career transition services have become a standard management practice and are almost universally provided when terminating executives, these services have not been carefully evaluated and their benefits are not clearly understood. The purpose of this paper is to consider the role of individual differences in determining outplacement success using the Big Five framework as measured by the occupational personality questionnaire (OPQ). Design/methodology/approach -The behavior of a sample of 53 executives was examined during outplacement as well as their success following reemployment. Findings -The study's hypotheses were largely supported with agreeableness, conscientiousness, and openness to experience making a significant contribution to the understanding of outplacement effectiveness both during and after the transition. Practical implications -These results suggest that providers should assess individual differences as part of career transition counseling and question recent trends toward making outplacement a commodity service. They also suggest that the diagnostic and counseling skills of a trained professional help to secure a successful outplacement experience and that the process should recognize the unique needs and personality of individual clients. Originality/value -This paper considers the behavior of actual executives in career transition. It also extends previous research on the Big Five typology to executive outplacement and provides evidence of the usefulness of the OPQ as a measure of these personality traits.

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“…Work further offers a social network in which norms of social trust, cooperation and reciprocity can thrive (Putnam 2000) (see the discussion of social capital above). Consequently, being unemployed or losing one's job have been linked with lower life satisfaction, declining self-confidence and greater anxiety (Waters 2007), frames of mind that have been identified as strong drivers of distrust (Paxton 1999).…”

Section: Explaining Generalized Trustmentioning

confidence: 99%

The Development of Generalized Trust among Young People in England

Janmaat¹

2019

Social Sciences

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This paper explores how generalized trust develops over the life course among young people in England and whether trust is influenced more by family background factors or by conditions in late adolescence and early adulthood. If the latter are important, there may be reason for concern about falling levels of trust as material conditions, particularly regarding housing, have deteriorated for the present generation of young people. The first set of influences are highlighted by a perspective arguing that trust is primarily shaped by conditions in early childhood, while the latter are suggested by the so-called social learning perspective, which claims that people continuously adjust their social trust through interactions with people in different contexts. Analyzing data of the Citizenship Education Longitudinal Survey, the study finds that trust remains quite volatile until the early twenties. It declines between ages 16 and 23 and groups differing in educational attainment, civic participation and housing situation start to drift apart in their levels of trust between these ages. Educational attainment, civic participation and housing, as conditions pertaining to late adolescence and early adulthood, also turn out to have a significant impact on trust at age 23 controlling for trust at age 16. However, while the first two conditions are influenced by trust at age 16, housing (tenure) is not, indicating it is a more exogenous factor. Family background factors are not influential. Not only do these findings support the social learning perspective, they also suggest that poor living conditions depress trust among a significant minority of young people and exacerbate disparities of trust.

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Experiential differences between voluntary and involuntary job redundancy on depression, job‐search activity, affective employee outcomes and re‐employment quality

Cited by 35 publications

References 54 publications

Reemployment of Displaced Workers – The Case of a Plant Closing on a Remote Region in Finland

Reemployment of Displaced Workers – The Case of a Plant Closing on a Remote Region in Finland

Individual differences in outplacement success

The Development of Generalized Trust among Young People in England

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