1 Centre for Corporate Communication, Aarhus School of Business, Aarhus BSS, Aarhus University2 Department of Business Communication, Aarhus BSS, Aarhus University3 Department of Language and Business Communication, Aarhus School of Business, Aarhus BSS, Aarhus University4 Department of Business Communication, Aarhus BSS, Aarhus University
This study examines how surviving employees discursively construct organizational identifications after a downsizing in a large Scandinavian telecommunications company. Further, the analysis reveals which factors in survivors´ discourse are determining for the creation of their organizational identifications. Discourse analysis of the interview data indicate four types of employee identification response categories: 1) non-identification caused by indifference, 2) identification fuelled by job identification, consensus as to the downsizing strategy, sense of procedural justice and acceptance of transactional contract, 3) contextual dis-identification due to radical, cultural changes, elimination of networks and poor corporate reputation, and 4) procedural dis-identification caused by lack of procedural credibility, disrespect and responsibility avoidance. The results of this study indicate that a strong identification with the pre-downsized organization seems to foster a strong sense of dis-identification with the post-downsized organization. The implications of these findings are discussed and recommendations for future research are provided.