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Background The manner in which organizational downsizing is implemented can make a substantial difference as to whether the exposed workers will suffer from psychological ill health. Surprisingly, little research has directly investigated this issue. We examined the likelihood of psychological ill health associated with strategic and reactive downsizing. Methods A cross-sectional survey included 1456 respondents from France, Sweden, Hungary and the United Kingdom: 681 employees in stable workplaces (reference group) and 775 workers from downsized companies. Reactive downsizing was exemplified by the exposures to compulsory redundancies of medium to large scale resulting in job loss or surviving a layoff while staying employed in downsized organizations. The workforce exposed to strategic downsizing was represented by surplus employees who were internally redeployed and supported through their career change process within a policy context of “no compulsory redundancy”. Symptoms of anxiety, depression and emotional exhaustion were assessed in telephone interviews with brief subscales from Hospital Anxiety Scale (HADS-A), Hopkins Symptom Checklist (SCL-CD 6 ) and Maslach Burnout Inventory (MBI-GS). Data were analyzed using logistic regression. Results We observed no increased risk of psychological ill health in the case of strategic downsizing. The number of significant associations with psychological ill health was the largest for the large-scale reactive downsizing: surviving a layoff was consistently associated with all three outcome measures; returning to work after the job loss experience was related to anxiety and depression, while persons still unemployed at interview had elevated odds of anxiety. After reactive medium-scale downsizing, unemployment at interview was the only exposure associated with anxiety and depression. Conclusions The manner in which organizational downsizing is implemented can be important for the psychological wellbeing of workers. If downsizing is unavoidable, it should be achieved strategically. Greater attention is needed to employment and health policies supporting the workers after reactive downsizing.

This chapter contains sections titled: Understanding What Happens During Takeovers, Mergers, Shutdowns, and Workforce Reductions Are You at Risk of Losing Your Job? Minimizing Your Chances for Layoff Making Backup Plans Just in Case You Lose Your Job What To Do if You Decide to Leave the Company Laid Off, What's Next? Protecting Yourself While Job Searching Summary Assignments and Discussion Topics References

Klippel said she took up writing rather than whining. The result was \"Secrets to Surviving His Job Loss. A Workbook for Wives of the Unexpectedly Unemployed.\" She published the book under Femme Osage Publishing of St. Peters. Klippel lives in St. Peters with her husband, Larry Klippel. They have five children between them including [Lynne Buschena Klippel]'s three teenage sons who live with them. Larry Klippel has two children living in Texas. PHOTO; Photo by LARRY WILLIAMS/POST-DISPATCH - Lynne Klippel, who wrote a book titled \"Secrets to Surviving His Job Loss,\" works at her home in St. Peters, updating newsletters and coaching people who have lost their jobs.\"I was amazed at the intensity of my emotions. I was angry, embarrassed, fearful and unsure of how to help him.\"Lynne Klippel, of when her husband lost his job