To stay or to go: voluntary survivor turnover following an organizational downsizing

By Gretchen M. Spreitzer, Aneil Mishra. 2002

371 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3b1b4eaa173fa0bc3bdf54e2fc0680a4e928ff39

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In Management Information Systems

In Organizational Behavior and Human Resource Management

Citations in the corpus

A Closer Look at Trust Between Managers and Subordinates: Understanding the Effects of Both Trusting and Being Trusted on Subordinate Outcomes (2009, background): “In addition, research has found that empowered employees are more attached to the organization (Kraimer, Siebert, & Liden, 1999; Spreitzer & Mishra, 2002) and less likely to voluntarily turnover (Koberg, Boss, Senjen, & Goodman, 1999; Spreitzer & Mishra, 2002).”
Antecedents and Outcomes of Resident Empowerment through Tourism (2021, positive): “From work in organizational psychology, Spreitzer and Mishra (2002) demonstrated that various forms of empowerment each uniquely predicted employees’ attachment to the organization.”
Exploring predictors of organizational identification: Moderating role of trust on the associations between empowerment, organizational support, and identification (2010, methodology): “…(Gomez & Rosen, 2001), support and justice (Stinglhamber, de Cremer, & Mercken, 2006), justice, empowerment, and organizational attachment (Spreitzer & Mishra, 2002), identification and improvement (Lee, 2004), transformational leadership, satisfaction, and commitment (Hsu & Mujtaba,…”
Process‐orientation versus outcome‐orientation during organizational change: the role of organizational identification (2006, background): “…when they are under the impression that change processes and enacted procedures are fair and just (Armenakis & Bedeian, 1999; Brockner, Wiesenfeld, & Martin, 1995; Daly & Geyer, 1994; Folger & Skarlicki, 1999; Kernan & Hanges, 2002; Kickul et al., 2002; Konovsky, 2000; Spreitzer & Mishra, 2002).”
Causes and Effects of Employee Downsizing: A Review and Synthesis (2010, background): “…increases the likelihood of such turnover (Allen et al., 2001; Trevor & Nyberg, 2008), the effects are less pronounced when employees have greater task self-esteem, are more optimistic, and/or exhibit greater organizational commitment (Armstrong-Stassen, 1994; Mone, 1994; Spreitzer & Mishra, 2002).”
Good for the Soul: the relationship between work, wellbeing and psychological capital (2009, background): “Those who perceive the layoffs as just and fair, and who maintain trust in management, are likely to maintain attachment to the organisation and are less likely to quit (Spreitzer et al., 2002).”
Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries (2009, background): “As mentioned, an outstanding amount of studies have investigated several constructs in contexts with high job insecurity such as downsizing (e.g., Brennan & Skarlicki, 2004; Brockner, 1990; Brockner et al., 1990, 1994, 1995; Evans, 2000; Kalimo et al., 2003; Spreitzer & Mishra, 2002).”
Managing Employee Withdrawal During Organizational Change (2012, background): “Turning our attention to the outcome side of threat appraisal, results reveal that employee threat appraisals are a valuable predictor of undesirable organizational change outcomes (Spreitzer & Mishra, 2002).”
Using positivity, transformational leadership and empowerment to combat employee negativity (2008, background): “Finally, Spreitzer and Mishra (2002) found that empowerment was related to organizational attachment.”
Frequent Change and Turnover Intention: The Moderating Role of Ethical Leadership (2016, background): “organizations to address retention of valuable employees because they determine the ultimate success of change (Bartunek et al. 2006; Spreitzer and Mishra 2002).”
The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff (2008, background): “…Martin, & Brockner, 1993), job involvement (Allen, Freeman, Russell, Reizenstein, & Rentz, 2001; Brockner, Grover, & Blonder, 1988), organizational commitment (Brockner, 1988; Rosenblatt & Ruvio, 1996), organizational efficiency (Kinnunen et al., 2000), and turnover (Spreitzer & Mishra, 2002).”
Work Engagement and its Relationship with State and Trait Trust: A Conceptual Analysis (2008, background): “When employees recognise that the top management has the skilful insight and ability to augment the growth and productivity of the organization by making competent decisions, it would give them increased assurance of a more profitable future with the organization (Spreitzer and Mishra, 2002).”