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Type :thesis
Subject :HF Commerce
Main Author :Nabilah Razali
Title :Exploring the impact of downsizing on survivor's cognition, emotion and behaviour: A Malaysian context
Place of Production :Tanjong Malim
Publisher :Fakulti Pembangunan Manusia
Year of Publication :2019
Corporate Name :Universiti Pendidikan Sultan Idris
PDF Guest :Click to view PDF file

Abstract : Universiti Pendidikan Sultan Idris
Since    the    major    economic    turmoil    in    1997    and    2008, organisational    downsizing   has   been   relatively    common   in Malaysia.   The   Human   Resource   Minister    stated   that   2015 recorded  the highest  number  of corporate  downsizings  within a five-year   span  and  the  number  is  expected  to  rise  due  to  the current   economic   uncertainty    both   globally   and   nationally (Mallow,2016).  Given  its   popularity   in   Malaysia,    surprisingly little  attention  has  been  given  on  downsizing,  particularly  on the   remaining    employees   (the   survivors).   Downsizing   often exacerbates   survivor's   mental   and    physical   health   while   in reality,  successful  downsizing  depends  on  them,  as  they  are  responsible    for    carrying    forward    the    new    organisation's objectives  (Schaeffer,   2012).  Predominantly,  empirical  studies and   established   frameworks   on   organisational    change   were derived  from  Western  societies.  Malaysian  culture  is  blatantly different,    and   evidently,   people's   attitude,   perception   and receptive   towards   change   vary   by    culture   (Hofstede,2001). Guided   by   Colquitt   et   al.   's   (2013)   organisational    justice framework,  the  primary  aim  of  this  study  was  to  explore  and understand     Malaysian    survivors    cognitions,    emotions    and behavioural      outcomes      in       relation      to      their      personal organisational      downsizing       experiences.        Whereby       the secondary  aim  of  the  research  was  to  identify  personal  factors that may  influence survivor's  responses  to  such experiences.   A    sequential     exploratory     mixed-methods     approach     was adopted.    The    first     study    collected    qualitative    data    from survivors   through   20   sessions   of    in-depth   semi-structured interviews.  It  aimed  to  examine  the  aims  mentioned   above. Through  a  thematic  an alysis,    the   results  of  Study   1  yi elded organisational  justice   theme  (as  expected  from  the  interview guide   questions),    together    with   8   other    themes   namely, psychological     contract,     perceived     organisational    support, negative    and  positive   emotions,   locus   of  control,   optimism, task  performance,  organisational   citizenship  behaviour  (OCB), and  counterproductive  work  behaviour   (CWB).     In   all,  most  participants    recognised   the    extinction    of   cradle   to   grave employment.   As   the    situation   was   perceived   as   something beyond   the   management's   control,   it   eased    them   to   get onboard  with  the  downsizing  efforts.  However,  what  le     the bad taste  in   their  mouth  was  the  way  it  was  handled.  Overall, the  results  showed  (a)  most   participants  disappointed  with  the lack  of  elimination  criteria,  the  absence   of   participation   and limited  communication  regarding  the  downsizing,  (b)  negative emotions   were  the  most  common  reactions,(c)  as  a  collectivist nation,     participants     inclined      towards     passive- aggr essive destructive  behaviour  for  instance,  by  withdrawing   themselves from    the    situation    through    absenteeism,    tardiness    and focusing   on   non-work   interests   and  activities,   and  d)  one's personal  resources  serve  as  a  beacon   of  light in an  unpleasant downsizing  situations.   Subsequently,   preceded   by   qualitative   findings   in   Study   1, eight  hypotheses   were    formulated  to  clarify  the  relationship between    survivors    cognitions,    emotions,     behaviours    and personal  factors.  By  using  an  online  survey,  244  self-reports and  125   co-worker-reports  were  completed  by  the  remaining employees   at   a   large   oil   and  gas   organisation   in   Malaysia. Overall, in both surveys,  the  findings  showed  that  compared  to  the     social    exchange     variables,     emotions     predominantly explained  the   relationship  between  one's  justice  perception  on one's    work    behaviours.   Finally,   in    regards    of   moderated mediation  model,  only   optimism  was  found  to  have  significant impact  on  the   mediation  relationship  between   organisational justice    and    work    behaviours    either    via    social    exchange  variables or  emotions.   In   conclusion,  results  from  Study  1  and  Study   2  combined, show  that  survivors   perceptions  of  justice  are  a  crucial  factor to   consider    when   implementing     downsizing.   Consideration must  also  be  given  to  survivors  emotional  needs  as  it  showed  to  be  powerful  in  explaining  the  impact  of  justice  perceptions on  work  behaviours   within  a  Malaysian  context.  This  thesis  is also hoped to  pave the  way  and  provides  recommendations for a   more   culturally   appropriate   downsizing   practice   and   also serve  a guide  for  future scholars  that is interested  in this field.    

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