In downsizing organisations, redundant workers suffer from insecurities about work and income. Social security provides income security to the unemployed in the event of job loss. The role played by employers in unemployment prevention for redundant workers, and the effects on unemployment spells and transitions on the labour market, are neglected in both the social policy and HRM literatures. This article addresses the following question: Which factors play a role in the decision to offer job-to-job support and in determining its effect? This article provides the context for the theoretical assumptions regarding why employers initiate job-to-job measures for redundant employees and distinguishes the different types of measures based on a literature review. Secondly, this article contributes to empirical knowledge in the field of unemployment prevention among employers and the effects of job-to-job activities facilitated by employers on redundant workers’ unemployment spells. A two-wave study was conducted on a sample of 2,258 Dutch redundant workers. The study shows that age, breadwinner status and gender are important predictors of unemployment duration after involuntary dismissal. The findings show that investing in the human capital of redundant workers by providing training and education and individual coaching, for example, are associated with a reduced unemployment spell. In our model, in which we controlled for other variables, we found that when one received training, education or individual coaching shortly before or after the dismissal, one was unemployed for an average of almost three months less.

在精简组织的过程中，多余的工人遭受着关于工作和收入的不安全感。如果失业，社会保障将为失业者提供收入保障。社会政策和人力资源管理文献都忽略了雇主在防止多余工人失业中的作用以及对失业状况和劳动力市场过渡的影响。本文解决了以下问题：哪些因素在提供工作对工作支持的决定以及确定其效果方面起作用？本文提供了有关雇主为何对冗余雇员启动工作对工作措施的理论假设的背景，并根据文献综述区分了不同类型的措施。其次，本文有助于雇主预防失业领域的经验知识，以及雇主促进的逐岗位工作对多余工人的失业状况的影响。对2258名荷兰冗余工人的样本进​​行了两波研究。研究表明，年龄，养家糊口的状况和性别是非自愿解雇后失业时间的重要预测指标。研究结果表明，例如，通过提供培训和教育以及个人指导来投资于裁员的人力资本，与减少失业率有关。在我们控制其他变量的模型中，我们发现，在解雇前后不久接受培训，教育或个人指导的人，平均失业时间要短近三个月。