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Post-Layoff Organizational Performance Over Time Figure 1. Post-Layoff Organizational Performance Over Time Illustrative redraw based on Datta et al. (2010). This figure represents the commonly observed pattern across downsizing studies: immediate cost relief followed by declines in productivity, quality, and innovation lasting 6–12 months or longer. https://images.squarespace-cdn.com/content/v1/68fa7eb3e3d5994fa67011f7/5ea2e7fe-dddf-4017-a8a2-a44be1ef7818/figure_ashford_job_insecurity.png Insights - White Paper: Layoffs as Organizational Transitions - Figure 2. Relationship Between Job Insecurity and Psychological Strain Illustrative redraw based on Ashford, Lee, & Bobko (1989). Higher perceived job insecurity is associated with increased psychological strain, independent of actual job loss. https://images.squarespace-cdn.com/content/v1/68fa7eb3e3d5994fa67011f7/edb22ad2-b86d-4b12-83fc-ee69954aa70a/figure_brockner_survivor_syndrome.png Insights - White Paper: Layoffs as Organizational Transitions - Figure 3. Survivor vs. Non-Survivor Employee Attitudes Illustrative redraw based on Brockner et al. (1992). Employees who remain after layoffs report significantly lower trust in management, organizational commitment, and job satisfaction compared to employees in non-downsized organizations. https://images.squarespace-cdn.com/content/v1/68fa7eb3e3d5994fa67011f7/357ff7d5-2756-4b83-a283-e57d794c1b70/figure_brockner_fairness_buffer.png Insights - White Paper: Layoffs as Organizational Transitions - Figure 4. Procedural Fairness Buffers Negative Layoff Effects Illustrative redraw based on Brockner et al., (1995). 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