About the Project
When the redundancy announcement was made, individual’s view of themselves in the organisation starts to change (Patvardhan et al, 2015). The change includes both attitudinal and behavioural aspects, individual (de Jong, Wiezer, de Weerd, Nielsen, Mattila- Holappa and Mockatto, 2016) group and organisational levels. Despite being lucky to stay and retain their job, the survivors are in fact experiencing higher level of stress compare to redundancy victims (Snorradóttir et al, 2015). After the change, it implied survivors needed to adapt a new work structure, work system, units, and colleagues. Under the new changing regimens, new form of team- work based system was introduced (Bacon et al, 2010), it was to believe would be more efficient for the firm.
This project attempts to explore the implications of organisational redundancy, especially the long- term impact among the redundancy survivors on the following themes; employee relations (Bryant and Higgins, 2010), trust attitude (Mishra and Spreitzer, 1998) and organisational commitment (Battistelli, Montani, Odoardi, Vandenberghe, and Picci, 2014). In regarding to the research method, this project is taking explanatory perspective in understanding the implications of organisational redundancy thus wider range of methods could be considered.
The project is welcome both traditional and creative, innovate approaches in exploring the topics, this including explanatory interviews, mixed methods, visual, drawing, photography, videos and etc. The prospective PhD candidate who is interested in taking on the project is encouraged to make the initial contact to the organisation(s) which can be part of the empirical study. The research questions are as described below but not limited to:
1.How redundancy experience impact on individual’s work attitude and behaviour?
2.How have my work relationships changed with my team members and line manager?
3.The trust in my full-time colleagues, contractors and agency staff.
4.The change of organisational commitment (or not?)
5. Are redundancy implications different between different business sectors?
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