Correspondence Katja Dlouhy, University of Mannheim, Mannheim, Germany. Email: katja.dlouhy@bwl.uni-mannheim.de Abstract Downsizing is widely assumed to detrimentally affect surviving employees' engagement and health through increased demands and decreased resources. Building on job demands–resources theory, we assess whether these effects occur and whether job demands and resources moderate the detrimental effects of downsizing on employee health and engagement. We conceptualize downsizing as a stressor event, and we explain its relationship with employee health through the job demands work overload and job insecurity are (two) job demands, as well as its relationship with employee engagement through the job resources supervisor support and opportunities for development are job resources. Using data from two large representative samples of German employees, we show that job demands mediate the negative relationship between downsizing and employees' psychological and physical health and that job resources mediate the negative relationship between downsizing and engagement. We find little support for the assumption that job resources alleviate the indirect effects of downsizing on surviving employees' health, or that job demands strengthen the indirect effects of downsizing on surviving employees' engagement. We discuss how these findings expand our understanding of downsizing and outline practical implications for human resource practitioners.

中文翻译：

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裁员和幸存员工的敬业度和压力：工作资源和工作需求的作用

通讯作者 Katja Dlouhy，德国曼海姆曼海姆大学。电子邮件：katja.dlouhy@bwl.uni-mannheim.de 摘要 人们普遍认为，裁员会因需求增加和资源减少而对幸存员工的敬业度和健康产生不利影响。我们以工作需求-资源理论为基础，评估这些影响是否发生，以及工作需求和资源是否会减轻裁员对员工健康和敬业度的不利影响。我们将裁员概念化为压力源事件，并通过工作要求超负荷工作和工作不安全感是（两个）工作要求来解释其与员工健康的关系，以及通过工作资源主管支持和发展机会与员工敬业度的关系是工作资源。我们使用来自德国员工的两个大型代表性样本的数据表明，工作需求在裁员与员工身心健康之间的负相关关系中起中介作用，而工作资源在裁员与敬业度之间的负向关系中起中介作用。我们发现工作资源减轻了裁员对幸存员工健康的间接影响，或者工作需求加强了裁员对幸存员工敬业度的间接影响的假设几乎没有支持。我们讨论这些发现如何扩展我们对裁员的理解，并概述对人力资源从业者的实际影响。心理和身体健康以及工作资源调节了裁员和敬业度之间的负面关系。我们发现工作资源减轻了裁员对幸存员工健康的间接影响，或者工作需求加强了裁员对幸存员工敬业度的间接影响的假设几乎没有支持。我们讨论这些发现如何扩展我们对裁员的理解，并概述对人力资源从业者的实际影响。心理和身体健康以及工作资源调节了裁员和敬业度之间的负面关系。我们发现工作资源减轻了裁员对幸存员工健康的间接影响，或者工作需求加强了裁员对幸存员工敬业度的间接影响的假设几乎没有支持。我们讨论这些发现如何扩展我们对裁员的理解，并概述对人力资源从业者的实际影响。