Type of Job Loss and its Impact on Decision Control, Mastery, and Depression: Comparison of Employee and Company-Stated Reasons

In the present study, we explore agreement between company versus self-reported reasons for job loss and the degree of perceived control employees report over the job loss, looking to see if either job loss type or perceived control is related to subsequent levels of mastery and depression. Two thousand two hundred seventy-nine of 3,700 (61%) employees responded to a survey at Time One; of these participants, 310 later lost their jobs and were mailed a Time Two survey. Comparison of self- versus company-reported reasons for the job loss from the 171 usable surveys (55% response rate) revealed relatively good agreement. Roughly one third of the former employees, however, categorized the job loss in more than one way. There was also a very strong tendency for employees to report that they had very high control over the decision to leave the company, and nearly all employees reported improvements to their levels of mastery and depression; exceptions to this pattern were observed for those losing their jobs due to “rule violation” or “involuntary layoff.” Control over the job loss was related to Time Two levels of mastery and depression, but only weakly related to changes in these outcomes moving from Time One to Time Two.