Relationships between self‐concepts, aspirations, emotional responses, and intent to leave a downsizing organization
研究了在裁员组织中，任务自信、自尊、个人目标、工作满意度和组织承诺如何影响员工离职意愿，发现任务自信和角色自尊对离职意愿有正向直接效应，与正常组织中的反向关系不同。
Abstract This study examines how individual‐level factors, such as task self‐confidence, self‐esteem, personal goals, job satisfaction, and organizational commitment affect workers' decisions concerning intent to leave the downsizing organization. Results indicate that task self‐confidence and role self‐esteem had positive, largely direct effects on intent to leave, which can be contrasted with the inverse relationship between the self‐concept and intent to leave typically found in non‐downsizing organizations. From this investigation, several implications for managing human resources in the downsizing organization are drawn and discussed in the context of planning for downsizing, implementing downsizing, and managing the downsized organization.