PROCEDURAL JUSTICE, SITUATIONAL CONTROL AND SELF-PERCEPTION APPLIED TO UNDERSTANDING THE EFFECTS OF LAYOFFS ON SURVIVORS (PARTICIPATION, EQUITY, EQUALITY).

Persistent Link:
http://hdl.handle.net/10150/188182
Title:
PROCEDURAL JUSTICE, SITUATIONAL CONTROL AND SELF-PERCEPTION APPLIED TO UNDERSTANDING THE EFFECTS OF LAYOFFS ON SURVIVORS (PARTICIPATION, EQUITY, EQUALITY).
Author:
DAVY, JEANETTE ANN.
Issue Date:
1986
Publisher:
The University of Arizona.
Rights:
Copyright © is held by the author. Digital access to this material is made possible by the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author.
Abstract:
Procedural justice is applied to layoffs to study the effects of layoffs on survivors. Procedural norms, developed as components of procedural justice, are applied to develop two different layoff procedures, merit and random. The hypotheses come from this application as moderated by the individual's self-perception. Low performers prefer a procedural equality layoff, while high performers demonstrate no clear preference for either layoff procedure. When given the opportunity to choose a layoff procedure, the subjects having control over the layoff procedure to be used were no more satisfied with the process than those who had no control. Performance equity (merit) layoff. Subjects in this condition decreased performance, while the subjects in the other layoff conditions maintained performance levels.
Type:
text; Dissertation-Reproduction (electronic)
Keywords:
Employees -- Dismissal of -- Psychological aspects.; Layoff systems -- Psychological aspects.; Job security.
Degree Name:
Ph.D.
Degree Level:
doctoral
Degree Program:
Management and Policy; Graduate College
Degree Grantor:
University of Arizona
Advisor:
Tansik, Dave
Committee Chair:
Tansik, Dave

Full metadata record

DC FieldValue Language
dc.language.isoenen_US
dc.titlePROCEDURAL JUSTICE, SITUATIONAL CONTROL AND SELF-PERCEPTION APPLIED TO UNDERSTANDING THE EFFECTS OF LAYOFFS ON SURVIVORS (PARTICIPATION, EQUITY, EQUALITY).en_US
dc.creatorDAVY, JEANETTE ANN.en_US
dc.contributor.authorDAVY, JEANETTE ANN.en_US
dc.date.issued1986en_US
dc.publisherThe University of Arizona.en_US
dc.rightsCopyright © is held by the author. Digital access to this material is made possible by the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author.en_US
dc.description.abstractProcedural justice is applied to layoffs to study the effects of layoffs on survivors. Procedural norms, developed as components of procedural justice, are applied to develop two different layoff procedures, merit and random. The hypotheses come from this application as moderated by the individual's self-perception. Low performers prefer a procedural equality layoff, while high performers demonstrate no clear preference for either layoff procedure. When given the opportunity to choose a layoff procedure, the subjects having control over the layoff procedure to be used were no more satisfied with the process than those who had no control. Performance equity (merit) layoff. Subjects in this condition decreased performance, while the subjects in the other layoff conditions maintained performance levels.en_US
dc.typetexten_US
dc.typeDissertation-Reproduction (electronic)en_US
dc.subjectEmployees -- Dismissal of -- Psychological aspects.en_US
dc.subjectLayoff systems -- Psychological aspects.en_US
dc.subjectJob security.en_US
thesis.degree.namePh.D.en_US
thesis.degree.leveldoctoralen_US
thesis.degree.disciplineManagement and Policyen_US
thesis.degree.disciplineGraduate Collegeen_US
thesis.degree.grantorUniversity of Arizonaen_US
dc.contributor.advisorTansik, Daveen_US
dc.contributor.chairTansik, Daveen_US
dc.contributor.committeememberNeale, Maggieen_US
dc.contributor.committeememberWholey, Dougen_US
dc.identifier.proquest8613813en_US
dc.identifier.oclc697295833en_US
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