A Conceptual Framework for Assessing Organization, Work Group, and Individual Effectiveness During and After Downsizing
提出一个基于压力的裁员定义，并利用压力应对文献识别出适用于组织、工作群体和个体层面的关键因变量，为跨层次裁员研究提供统一框架。
The need for a unified, cross-level (organization, work group, individual employee) model of organizational downsizing has been suggested by several authors (e.g., Kozlowski et al., 1993). The definition of downsizing, in terms applicable only at the organization level, prevents researchers from developing a more cohesive view of the interactive impact of downsizing for the organization, work groups, and individuals. In this paper, we define downsizing more broadly as a constellation of stressor events centering around pressures toward work force reductions which place demands upon the organization, work groups, and individual employees, and require a process of coping and adaptation. This stress-based view of downsizing allows researchers to develop concepts to guide research on downsizing that are more broadly applicable across levels of analysis. To show the advantages of this stress-based view of downsizing, this paper uses concepts from the stress coping literature to identify a set of critical dependent variables that should be studied in downsizing research. We argue that these variables are applicable for organization, group, and individual employee-level research.