Managing careers in downsizing firms
从组织和个体双重视角，探讨裁员企业如何在资源减少时管理员工职业，包括应对裁员带来的短期职业中断和长期无增长时期的职业策略。
The literature on managing careers has traditionally been based on the twin assumptions of organizational growth and increased opportunities for individual advancement. Large-scale layoffs in the 1980s and continued downsizing in the 1990s, however, have left organizations questioning how to develop the careers of their employees under conditions of diminished resources and have left employees wondering how to manage their own careers under conditions of diminished opportunities. This article examines the issues involved in managing careers in downsizing firms from both the organization's and the individual's perspective. In addition, it explores not only short-term tactics for handling career disruptions which occur at the time of downsizing but also longer-term strategies for managing careers during times of little or no organizational growth. © 1996 by John Wiley & Sons, Inc.