지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
이용수
초록· 키워드
오류제보하기
There has been considerable research on the psychological response of job loss. The results suggest that this response is almost always negative. This review can be summarized as below;
The more intensely the loss of a job is experienced, the more internal blame that is assigned, and the less reversible the unemployment is viewed to be, the higher the level of short-term stress individuals will experience. Generally, individuals who have terminated increased depression, decreased life satisfaction, increased powerlessness, increased feelings of apathy. There are two models in explaining the reactions to job loss. Learned helplessness theory suggests that when individuals are continually exposed to uncontrollable events (e. g., job loss) they corne to believe that their current situations cannot be corrected by their actions. They may be over time to become depressed, apathetic, and unmotivated to find new jobs. On the contrast, reactance theory can be used to explain some of heightened behavior and emotions that may immediately accompany the job loss.
Job loss may also be the source of marital and family friction, further eroding individuals' psychological well-being. When individuals are lost their job, they consequently lose important social and psychological benefits as well. At the same time, they not only lose their old social identities, but they also gain new identities which are largely negative in society's view. The negative effects of job loss may not stop with reemployment. There are evidences that unsuccessful reemployments are found among the terminated. Also, there is some evidence to suggest that the experience of job loss leads individuals to feel less job security in future employment. Job loss has producted new symptom. It is called "careerism". Careerist employees are those who put their own interests above those of their employers and co-workers.
While virtually all terminated employees suffer some negative consequences from job loss, there is also substantial variance among the unemployed in the degree to which they respond negatively to job loss. There are seven general sets of predictor variables: (1) characteristics of the dismissal itself (previous dismissal history, status of the dismissal, number of other employees terminated, reasons for the job loss), (2) perceived unemployment rates, (3) individual difference variable (demographic factor, personality attributes), (4) social support, (5) corporate and union support, (6) advance notification.
The more intensely the loss of a job is experienced, the more internal blame that is assigned, and the less reversible the unemployment is viewed to be, the higher the level of short-term stress individuals will experience. Generally, individuals who have terminated increased depression, decreased life satisfaction, increased powerlessness, increased feelings of apathy. There are two models in explaining the reactions to job loss. Learned helplessness theory suggests that when individuals are continually exposed to uncontrollable events (e. g., job loss) they corne to believe that their current situations cannot be corrected by their actions. They may be over time to become depressed, apathetic, and unmotivated to find new jobs. On the contrast, reactance theory can be used to explain some of heightened behavior and emotions that may immediately accompany the job loss.
Job loss may also be the source of marital and family friction, further eroding individuals' psychological well-being. When individuals are lost their job, they consequently lose important social and psychological benefits as well. At the same time, they not only lose their old social identities, but they also gain new identities which are largely negative in society's view. The negative effects of job loss may not stop with reemployment. There are evidences that unsuccessful reemployments are found among the terminated. Also, there is some evidence to suggest that the experience of job loss leads individuals to feel less job security in future employment. Job loss has producted new symptom. It is called "careerism". Careerist employees are those who put their own interests above those of their employers and co-workers.
While virtually all terminated employees suffer some negative consequences from job loss, there is also substantial variance among the unemployed in the degree to which they respond negatively to job loss. There are seven general sets of predictor variables: (1) characteristics of the dismissal itself (previous dismissal history, status of the dismissal, number of other employees terminated, reasons for the job loss), (2) perceived unemployment rates, (3) individual difference variable (demographic factor, personality attributes), (4) social support, (5) corporate and union support, (6) advance notification.
목차
Ⅰ. 서론
Ⅱ. 실직의 결과
Ⅲ. 매개변수 및 조절변수
Ⅳ. 연구모형과 명제
Ⅴ. 결론
참고문헌
ABSTRACT
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