A self-affirmation analysis of survivors' reactions to unfair organizational downsizings

The present study explored the relationship between self-affirmation theory and survivors' reactions to an unfair organizational downsizing. All parti cipants in the present study witnessed the layoff of a confederate. Three c onditions were created. In two of the conditions the layoff was handled unf airly: in one of these conditions participants engaged in a self-reaffirmin g activity (reaffirmation condition), whereas in the other one they did not (unfair condition). In the third condition the layoff was handled fairly ( fair condition). Negative emotion was greater in the unfair condition than in the other two, particularly on measures of more "self-conscious" negativ e emotions. Moreover, the tendency for participants to show more negative e motion in the unfair condition than in the reaffirmation condition, particu larly on measures of more self-conscious negative emotions, was more pronou nced among participants relatively high in private self-consciousness, Priv ate self-consciousness also was inversely related to commitment to the expe riment in the unfair condition, but not in the other two conditions. Implic ations for self-affirmation theory and the management of organizational dow nsizings are discussed. (C) 1999 Academic Press.