23. Gopinath & T1: after, T2: after: Change in ownership - Independent variables: Procedural justice concerning divestiture Becker, 2000 2 months (including staff reduction commitment , also over and procedural justice concerning ↑ (N= 144) and changes of benefits) layoffs. Communication commitment ↑ 24. Haruyama et al., T1: before, T2: during Merger (including staff Anxiety↑, impatience↑ poor level physical exercise↑ - (estimation): 1 year reduction, early retirement 2008 (N=71) plan for 1500 employees). Comparison before and after merger announcement 25. Blau, 2007 T1: during, T2: during, T3: Closure or take-over non Independent variables: during, T4: during: Legitimacy of closure, procedural justice, change acceptance 4 months/4 months/7 strain Change denial strain Change acceptance intent to ↓, ↑, months sue employer ↓ N= 53 (all four waves) 26. Häsänen et al., T1: during, T2: during: Closure (outsourcing and T1-T2: Job induced tension - ↓ 2011 1 year close down) T1-T2: Job satisfaction (overall) ↑ (N=136) 27. Mohr, 2000 T1: before, T2: during: Closure (bankruptcy) - Independent variables: 7 years/ 7 months T2 Job insecurity psychosomatic complaints of anxiety over time (N=110) ↑ Moderation: Job insecurity x support from colleagues/supervisor, perceived individual control, employment possibilities and shorter duration of employment on irascibility/complaints * 28. Fugate et al., T1: during, T2: during: 1 Several changes (no staff - Mediation: 2008 year reduction) Negative change appraisal reduced control coping positive (N=141) emotions, Negative change appraisal increased escape coping negative emotion, Negative emotions predicted sick time used and intentions to quit, which then predicted voluntary turnover. 29. Hansson et al., T1: during, T2: after: 1 Several changes (no staff - Reference group: year reduction)* Stress markers in change group but in reference group, 2008 ↓ ↑ (N=156) cortisol↓ in both groups. Registered sick leave by 2% in ↑ reference group and 7% in change group (unclear if it was sign.).
23. Gopinath & Becker, 2000 T1: after, T2: after: 2 months (N= 144) Change in ownership (including staff reduction and changes of benefits) - Independent variables: Procedural justice concerning divestiture commitment ↑ , also over and procedural justice concerning layoffs. Communication commitment ↑ 24. Haruyama et al., 2008 T1: before, T2: during (estimation): 1 year (N=71) Merger (including staff reduction, early retirement plan for 1500 employees). Comparison before and after merger announcement Anxiety↑, impatience↑ poor level physical exercise↑ - 25. Blau, 2007 T1: during, T2: during, T3: during, T4: during: 4 months/4 months/7 months N= 53 (all four waves) Closure or take-over non Independent variables: Legitimacy of closure, procedural justice, change acceptance strain ↓, Change denial strain ↑, Change acceptance intent to sue employer ↓ 26. Häsänen et al., 2011 T1: during, T2: during: 1 year (N=136) Closure (outsourcing and close down) T1-T2: Job induced tension ↓ T1-T2: Job satisfaction (overall) ↑ - 27. Mohr, 2000 T1: before, T2: during: 7 years/ 7 months (N=110) Closure (bankruptcy) - Independent variables: T2 Job insecurity psychosomatic complaints of anxiety over time ↑ Moderation: Job insecurity x support from colleagues/supervisor, perceived individual control, employment possibilities and shorter duration of employment on irascibility/complaints * 28. Fugate et al., 2008 T1: during, T2: during: 1 year (N=141) Several changes (no staff reduction) - Mediation: Negative change appraisal reduced control coping positive emotions, Negative change appraisal increased escape coping negative emotion, Negative emotions predicted sick time used and intentions to quit, which then predicted voluntary turnover. 29. Hansson et al., 2008 T1: during, T2: after: 1 year (N=156) Several changes (no staff reduction)* - Reference group: Stress markers ↓ in change group but ↑ in reference group, cortisol↓ in both groups. Registered sick leave ↑ by 2% in reference group and 7% in change group (unclear if it was sign.).
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