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Summary profile of good bad downsizers
Downsizing and upsizing by deskilling
8 other sections not shown
Appendix Table 01 Australia big four banks cent of workers ceteris paribus coefficients and means contingent labour core-periphery current employer customer service delayering deskilling differences downsizing and upsizing downsizing companies effect of downsizing employees exiting exiting downsizing firms expected percentages given experiences downsizing exposed to downsizing Figure Finance Sector Union gender given our model gives the logistic graph presents predicted growing firms impact of downsizing increase interaction internal labour market International Social Science IsssA International Social job satisfaction job security Littler logistic regression coefficients lot Grew male microsimulation National Australia Bank non-downsizing firms Non-Peripheralising occupation older workers Onebank organisational commitment outcomes Panel period peripheralising Peter Dawkins presents predicted percentages processes Proposition psychological contract re-employed re-employment reduced Reference category reported secure subsequent employment skill change skill profile Social Science Survey stable or growing staff strategy survivor syndrome trends University of Melbourne upsizing firms upsizing organisations variables women workforce