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Three hundred and fifty‐three layoff victims responded to questions describing their reactions to layoffs. Victims also described management layoff practices. Two measures of procedural fairness in layoff practices (decision‐making characteristics and social accounts) and one measure of layoff outcomes (benefits level) were included. Only decision‐making characteristics predicted exemployee willingness to recruit for a former employer and desire for regulation of layoffs. These results provide further evidence of the importance of procedural justice in organizational decision‐making.
Konovsky et al. (Mon,) studied this question.