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Abstract This study examines how individual‐level factors, such as task self‐confidence, self‐esteem, personal goals, job satisfaction, and organizational commitment affect workers' decisions concerning intent to leave the downsizing organization. Results indicate that task self‐confidence and role self‐esteem had positive, largely direct effects on intent to leave, which can be contrasted with the inverse relationship between the self‐concept and intent to leave typically found in non‐downsizing organizations. From this investigation, several implications for managing human resources in the downsizing organization are drawn and discussed in the context of planning for downsizing, implementing downsizing, and managing the downsized organization.
Mark A. Mone (Wed,) studied this question.