Job uncertainty and personal control during downsizing: A comparison of survivors and victims

This study developed and tested a model of job uncertainty for survivors and victims of downsizing. Data were collected from three samples of employees in a public hospital, each representing three phases of the downsizing process: immediately before the announcement of the redeployment of staff, during the implementation of the downsizing, and towards the end of the official change programme. As predicted, levels of job uncertainty and personal control had a direct relationship with emotional exhaustion and job satisfaction. In addition, there was evidence to suggest that personal control mediated the relationship between job uncertainty and employee adjustment, a pattern of results that varied across each of the three phases of the change event. From the perspective of the organization’s overall climate, it was found that levels of job uncertainty, personal control and job satisfaction improved and/or stabilized over the downsizing process. During the implementation phase, survivors experienced higher levels of personal control than victims, but both groups of employees reported similar levels of job uncertainty. We discuss the implications of our results for strategically managing uncertainty during and after organizational change.

Middle-aged and elderly Finnish households considering moving, their preferences, and potential downsizing amidst changing life course and housing careers

We examine the moving and housing preferences of middle-aged and older in Finland, a country where population composition and movement through the life course are changing. A logistic regression reveals that middle-aged, moderate income residents, renters, those who have lived in their houses only a short time, and residents who are generally dissatisfied are most likely to consider moving. Downsizing appeals to residents with lower incomes who live alone, and who have been in their current houses longer. All potential movers agree on the importance of transportation access and a neighborhood grocery store; however, those preferring to downsize are also interested in house and neighborhood design as well as services that will allow aging in place. Income limitations may create affordability problems for some potential movers.

Urethral atrophy after artificial urinary sphincter placement:Is cuff downsizing effective?

Purpose: We reviewed the outcome of cuff downsizing with an artificial urinary sphincter for treating recurrent incontinence due to urethral atrophy.

Materials and Methods: We analyzed the records of 17 patients in a 7-year period in whom clinical, radiological and urodynamic evidence of urethral atrophy was treated with cuff downsizing. Cuff downsizing was accomplished by removing the existing cuff and replacing it with a 4 cm. cuff within the established false capsule. Incontinence and satisfaction parameters before and after the procedure were assessed by a validated questionnaire.

Results: Mean patient age was 70 years (range 62 to 79). Average time to urethral atrophy was 31 months (range 5 to 96) after primary sphincter implantation. Mean followup after downsizing was 22 months (range 1 to 64). Cuff downsizing caused a mean decrease of 3.9 to 0.5 pads daily. The number of severe leakage episodes decreased from a mean of 5.4 to 2.1 The mean SEAPI (stress leakage, emptying, anatomy, protection, inhibition) score decreased from 8.2 to 2.4. Patient satisfaction increased from 15% to 80% after cuff downsizing. In 1 patient an infected cuff required complete removal of the device.

Conclusions: Patient satisfaction and continence parameters improved after cuff downsizing. We believe that this technique is a simple and effective method of restoring continence after urethral atrophy.

The impact of hospital downsizing on registered nurses displaced from full-time employment

This research identified and explored the various responses often women Registered Nurses displaced from full-time elnployment as staff nurses in general hospitals in southern Ontario. These nurses were among the hundreds in Ontario who were displaced between October 1991 and October 1995 as a result of organizational downsizing and other health care reform initiatives. The purpose ofthis research was to document tIle responses of nurses to job displacement, and how that experience impacted on a nurse's professional identity and her understanding of the nature and utilization of nursing labour. This study incorporated techniques consistent with the principles of naturalistic inquiry and the narrative tradition. A purposive sample was drawn from the Health Sector Training and Adjustment Program database. Data collection and analysis was a three-step process wherein the data collection in each step was informed by the data analysis in the preceding step. The main technique used for qualitative data collection was semistructured, individual and group interviews. Emerging from the data was a rich and textured story ofhow job displacement disrupted the meaningful connections nurses had with their work. In making meaning of this change, displaced nurses journeyed along a three-step path toward labour adjustment. Structural analysis was the interpretive lens used to view the historical, sociopolitical and ideological forces which constrained the choices reasonably available to displaced nurses while Kelly's personal construct theory was the lens used to view the process of making choices and reconstruing their professional identity.

The Impact of Hospital Downsizing on Registered Nurses Displaced from Full -Time Employment

This research identified and explored the various responses of ten women Registered Nurses displaced from full-time employment as staff nurses in general hospitals in southern Ontario. These nurses were among the hundreds in Ontario who were displaced between October 1991 and October 1995 as a result of organizational downsizing and other health care reform initiatives. The purpose of this research was to document the responses of nurses to job displacement, and how that experience impacted on a nurse's professional identity and her understanding of the nature and utilization of nursing labour. This study incorporated techniques consistent with the principles of naturalistic inquiry and the narrative tradition. A purposive sample was drawn from the Health Sector Training and Adjustment Program database. Data collection and analysis was a three-step process wherein the data collection in each step was informed by the data analysis in the preceding step. The main technique used for qualitative data collection was semistructured, individual and group interviews. Emerging from the data was a rich and textured story of how job displacement disrupted the meaningful connections nurses had with their work. In making meaning of this change, displaced nurses journeyed along a three-step path toward labour adjustment. Structural analysis was the interpretive lens used to view the historical, sociopolitical and ideological forces which constrained the choices reasonably available to displaced nurses while Kelly's personal construct theory was the lens used to view the process of making choices and reconstruing their professional identity.

The effect of the national setting on employment practice: the case of downsizing

Although there is now a sizeable body of academic literature that tries to explain cross-country differences in terms of corporate control, capital market development, investor protection and politics, there is as yet very little literature on the degrees of protection accorded to other corporate stakeholders such as employees, based on a systematic comparison of firm level evidence. We find that both theories of legal origin and the varieties of capitalism approach are poor predictors of the relative propensity of firms to make redundancies in different settings. However, the political orientation of the government in place and even more so the nature of the electoral system are relatively good explanators of this propensity. In other words, political structures and outcomes matter more than more rigid institutional features such as legal origin. We explore the reasons for this, drawing out the implications for both theory and practice.

Doces práticas para matar : o papel de recursos humanos em downsizing e demissão

As transformações ocorridas a partir da década de 80 na economia, na maneira de administrar as empresas e nas relações de trabalho levaram à perda de emprego de milhares de pessoas. Downsizing e demissão passaram a ser comum tanto no Brasil como em outros lugares do mundo. Chama a atenção, entretanto, que a literatura na área de recursos humanos não contemple as atividades de gerenciamento das demissões. Fala-se dos quatro pilares da área de recursos humanos: recrutamento, seleção, avaliação de desempenho, desenvolvimento e remuneração, mas o tema da demissão parece estar discretamente omitido. O objetivo deste trabalho foi: a) apresentar uma revisão da literatura nacional e internacional com artigos sobre o tema e b) buscar como profissionais de recursos humanos e demissores descrevem as práticas de demissão, de modo a evidenciar o papel da área de recursos humanos (e de gestores) nestes processos. A retórica em Recursos Humanos, já descrita por Legge (1995), de que precisamos ser cruéis para amar, apresenta-se como uma ação fundamental na construção das práticas organizativas em demissão e downsizing.

Redes locais e downsizing de sistemas de informação : um estudo em bancos brasileiros

Ao optar por redes locais (LAN - Local Area Networks) de microcomputadores, em lugar de ampliar os investimentos nos sistemas de grande porte que já possuem instalados, diversas empresas do setor bancário no Brasil estão adotando o conceito de downsizing, expressão que identifica a política de redução do porte dos equipamentos de informática utilizados para executar o processamento de informações corporativas. A adoção deste tipo de política, longe de ser uma ocorrência episódica, tem características de tendência geral para o setor nos próximos anos. Este trabalho faz uma investigação do alcance dessa tendência no setor bancário brasileiro e uma análise dos fatores que têm impulsionado a implementação de diferentes estratégias de downsizing de sistemas de informação

Os sentidos da demissão : os sentidos que demissores e profissionais de recursos humanos atribuem a processos de downsizing

Os processos de downsizing tornaram-se tão freqüentes que é raro atualmente conhecer alguém que nunca tenha sido demitido. As demissões em massa se intensificaram no final da década de 80, atingiram seu ápice na década de 90 e continuam ocorrendo com freqüência. Poderíamos pensar que, já que ser demitido tornou-se quase corriqueiro, isso tornaria as demissões menos traumáticas para as pessoas. Porém isso não é atestado por vários estudos sobre demissões, que mostram que os processos de downsizing trazem, em geral, conseqüências bastante dramáticas para os indivíduos. Vários estudos já foram realizados sobre os efeitos das demissões para os demitidos e para os remanescentes. Este trabalho visa entender como as pessoas que demitem dão sentido à prática de demitir, ou seja, quais as justificativas que usam ao praticarem atos que geralmente causam dor e sofrimento a outras pessoas. A pesquisa investiga também como os profissionais de recursos humanos, responsáveis pelas políticas e práticas relacionadas às pessoas dentro das organizações, dão sentido às demissões em massa, atividade que hoje é, muitas vezes, mais comum do que a própria contratação de pessoas. Para desvendar os sentidos produzidos pelos demissores e profissionais de recursos humanos em processos de downsizing, foram analisadas, com a metodologia de análise de conteúdo, entrevistas com 12 demissores e 13 profissionais de recursos humanos, no total de 25 entrevistas. A coleta do material de pesquisa ocorreu com entrevistas em profundidade semi-estruturadas. A análise das entrevistas nos permite dizer que as demissões, em geral, trazem conseqüências muito dramáticas para as pessoas: demitidos, remanescentes e demissores. Para que seja possível lidar com as demissões, os demissores constroem sentidos e percebem as práticas de downsizing como resultado da objetivação da globalização. Além disso, os demissores reforçam a promessa de ajuda aos demitidos na busca de uma nova posição, seja por meio de programas de recolocação profissional, seja no esforço individual dos demissores. Os demissores revelaram também sua percepção de que, de alguma maneira, os demitidos encontrarão novas oportunidades de trabalho. Nossa pesquisa também desvendou maneiras de legitimação dos processos de downsizing, com a contribuição da retórica da administração de recursos humanos diante desses processos. Para praticar atos que, em geral, trazem dor e sofrimento, os demissores precisam amenizar, de alguma maneira, as conseqüências do próprio ato

Role of biopsies in patients with residual rectal cancer following neoadjuvant chemoradiation after downsizing: can they rule out persisting cancer?

Aim The study aimed to determine the value of postchemoradiation biopsies, performed after significant tumour downsizing following neoadjuvant therapy, in predicting complete tumour regression in patients with distal rectal cancer. Method A retrospective comparative study was performed in patients with rectal cancer who achieved an incomplete clinical response after neoadjuvant chemoradiotherapy. Patients with significant tumour downsizing (> 30% of the initial tumour size) were compared with controls (< 30% reduction of the initial tumour size). During flexible proctoscopy carried out postchemoradiation, biopsies were performed using 3-mm biopsy forceps. The biopsy results were compared with the histopathological findings of the resected specimen. UICC (Union for International Cancer Control) ypTNM classification, tumour differentiation and regression grade were evaluated. The main outcome measures were sensitivity and specificity, negative and positive predictive values, and accuracy of a simple forceps biopsy for predicting pathological response after neoadjuvant chemoradiotherapy. Results Of the 172 patients, 112 were considered to have had an incomplete clinical response and were included in the study. Thirty-nine patients achieved significant tumour downsizing and underwent postchemoradiation biopsies. Overall, 53 biopsies were carried out. Of the 39 patients who achieved significant tumour downsizing, the biopsy result was positive in 25 and negative in 14. Only three of the patients with a negative biopsy result were found to have had a complete pathological response (giving a negative predictive value of 21%). Considering all biopsies performed, only three of 28 negative biopsies were true negatives, giving a negative predictive value of 11%. Conclusion In patients with distal rectal cancer undergoing neoadjuvant chemoradiation, post-treatment biopsies are of limited clinical value in ruling out persisting cancer. A negative biopsy result after a near-complete clinical response should not be considered sufficient for avoiding a radical resection.

Tecnologie abilitanti per il downsizing dei motori ad accensione comandata

L'elaborato affronta l'applicazione della tecnologia di downsizing nei motori ad accensione comandata: i dispositivi che ne permettono l'implementazione nei veicoli leggeri (EGR, sovralimentazione) e i problemi intrinsechi di questa tecnologia (possibile comparsa di fenomeni anomali di combutione come preaccensioni, autoaccensioni, DDT, detonazione e superknock). Sono presi in esame diversi metodi di soluzione dei problemi sopraelencati, uno fra tutti l'aggiunta di un'iniezione d'acqua per diminuire le temperature dei gas in camera di combustione e mitigare così le possibili detonazioni. Infine l'elaborato analizza alcuni esempi di applicazione della tecnologia di downsizing al fine di ridurre le emissioni di CO2 allo scarico entro i limiti imposti dalla Comunità Europea. Il progetto Ultraboost di Jaguar Land Rover, la filosofia di rightsizing (giusta cilindrata in base alla classe a cui il veicolo appartiene) di Audi, lo SkyActiv-G di Mazda sono solo alcuni dei motori nati sotto la filosofia del downsizing. Nei motori progettati al fine di ridurre le emissioni allo scarico ma allo stesso tempo mantenere buone prestazioni del motore, si trovano anche il concetto di DCEE (Double Compression Expansion Engine) di Joahnnson e il motore a pistoni opposti a due tempi di Achates Power.