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The purpose of the paper is to discuss and seek a better understanding of the stigmatization of unemployed workers who have been laid off.

This is a conceptual paper which addresses the factors that affect stigmatization and resulting discrimination against laid‐off individuals such as minority status, age, labor markets, job level, and length of unemployment. Issues of categorization and stereotyping of laid‐off workers are explored.

The increased use of layoffs by organizations has created a large class of unemployed workers who, rather than being seen as victims, are perceived to be deficient in their skills and abilities. This stigmatization is seen as more detrimental to laid‐off minorities and older workers as well as those who have been unemployed for long periods of time. The amount of discrimination is likely to be affected by the job market and level of job.

Propositions are developed to examine the factors affecting the stigma as well as moderators affecting the relationship between the unemployment stigma and discrimination.

Organizations should examine their HR policies and practices regarding the unemployed seeking jobs. Discrimination against the unemployed may result in long‐term unemployment that may have enormous human costs.

This paper highlights the ways in which being laid off now stigmatizes an individual and may significantly limit his/her ability to secure future employment. Since there are no legal restrictions on discriminating against the unemployed, organizations may systematically screen out applicants who are not currently employed.

We investigate how career disruptions in terms of job loss may impact morbidity for individuals diagnosed with type 2 diabetes (T2D). Combining unique, high-quality longitudinal data from the Swedish National Diabetes Register (NDR) with matched employer–employee data, we focus on individuals diagnosed with T2D, who are established on the labor market and who lose their job in a mass layoff. Using a conditional difference-in-differences evaluation approach, our results give limited support for job loss having an impact on health behavior, diabetes progression, and cardiovascular risk factors.

This paper is the first to present empirical evidence consistent with models of signaling through unemployment and to uncover a new stylized fact using the 1988–2006 Displaced Worker Supplement (DWS) of the Current Population Survey (CPS), namely that, among white-collar workers, post-displacement earnings fall less rapidly with unemployment spells for layoffs than for plant closings. Because high-productivity workers are more likely to be recalled than low-productivity ones, they may choose to signal their productivity though unemployment, in which case the duration of unemployment may be positively related to post-displacement wages. Identification is done using workers whose plant closed as they cannot be recalled, and no incentives to signal arise.

The purpose of this paper is to explore the under‐examined topic of career regrets. Although much of the careers literature has examined factors that contribute to success, little research has been completed on the regrets individuals may experience as they enact their careers.

A large internet sample of 1,480 professionals was used to examine whether individuals who had been laid off in their careers experienced greater career regrets.

Individuals who had been laid off experienced greater regrets with regard to their political behavior (e.g. lack of networking, not being more politically savvy) and their career choices (e.g. not spending more time with their family, failing to pursue more meaningful work) than individuals who had not been laid off.

The findings may have limited generalizability because of the use of a cross‐sectional, internet‐based survey design.

The regrets individuals have may influence their future career behaviors and choices, resulting in different approaches to their work and their lives. These findings may offer some insights to help individuals navigate their careers and make choices that they will be less likely to regret.

Although a great deal of research has focused on strategies for career success, relatively little research has examined career missteps or career regrets. It is hoped this exploratory research encourages further study as well as the development of a theory‐based model of career regrets.

The primary purpose of this article is to raise awareness about the need for additional research on job loss. It also aims to provide an introduction to the special issue, and a description of the articles in it.

The article highlights some of the important research on job loss since the early 1990s.

Additional theory and research is needed to assist the well‐being and the job search process of the unemployed.

This article offers suggestions on advancing new research ideas that can be used to assist individuals who have lost their jobs and to organizations that have been involved in a layoff.

The article argues that knowledge related to the effects of job loss can be used to assist organizations in promoting programs to enhance the well‐being of laid‐off individuals.

Research on job loss is needed to address the problems of laid‐off individuals.

The article provides a contribution to the social issues literature as it raises awareness of the need for additional research on job loss.

Focusses on preliminary studies on developing thermoplastic composite materials suitable for use in fused deposition modeling (FDM). Looks at thermotropic liquid crystalline polymers (TLCPs). Specifically aims to determine the feasibility of post‐processing TLCP composite strands generated by means of the dual extrusion process using FDM to enhance the tensile properties and functionality of prototypes. Describes the experiments and gives in‐depth results which include the finding that final mechanical properties of a composite prototype can be tailored to a specific application by adjusting the laydown pattern to increase the functionality of the prototype, and that these properties can be predicted by composite theory.

This paper's aim is to study a neglected research outcome within the last ten years, i.e. the impact of unemployment on the willingness of those laid off (victims) to endorse their previous employer to others.

A unique sample of unemployed victims completed an on‐line survey investigating the impact of personal background variables, organizational background variables and layoff treatment variables on their willingness to endorse their previous employer.

As expected, the perceived legitimacy of closure/procedural justice explained willingness to endorse. It was also found that higher perceived distributive justice was related to willingness to endorse. Collectively both layoff treatment variables explained most of the endorsement variance. Length of unemployment was positively related to anger and depression, and anger and depression were each negatively related to previous employer endorsement. In addition, it was also found that an unexpected new outcome, potential rehire, emerged as related to but distinct from willingness to endorse. Supporting this distinctiveness, victims who were angrier about being unemployed were less likely to endorse their previous employer to others, but victims who were more depressed about being unemployed were willing to potentially reapply to their former employer.

Study results reinforce the importance of perceived justice affecting not only layoff victims' previous employer endorsement but also their potential rehiring.

A uniquely unemployed sample, primarily executives, middle managers and professional, salaried individuals, with most being longer‐term unemployed, was utilized. There was also a stronger measure of distributive justice. Potential rehire emerged as a distinct outcome from willingness to endorse previous employer.

This study aims to examine the psychological distress experienced by unemployed and furloughed hospitality workers during the COVID-19 crisis and further investigate how this distress affects their career change intentions.

Derived from a sample of 607 unemployed and furloughed hospitality workers during the COVID-19 pandemic, the data for this research are analyzed using structural equation modeling.

This study reveals that unemployed and furloughed hospitality workers are financially strained, depressed, socially isolated and panic-stricken due to the pandemic’s effects. These effects lead to impaired well-being and an increased intention to leave the hospitality industry. Female and younger employees are impacted to a greater extent, while furloughed workers received fewer impacts compared to their laid-off compatriots.

This study suggests that lockdown restrictions need to be implemented more deliberately, and the psychological well-being of the hospitality workforce deserves more immediate and continuing attention. It advises that hospitality businesses consider furloughs over layoffs when workforce reduction measures are necessary to combat the financial crisis.

This study adds to the current literature by examining the impact of the COVID-19 pandemic from the employee perspective. New insights are offered on the psychological toll of workforce reduction strategies during the financial fallout and how these distressing experiences affect career change intention.

The purpose of this paper is to investigate how initial employment experiences of new entrants to the labor market, which results from changes in organizations employment practices affect individuals’ expectations from their future employers (their anticipatory psychological contracts and anticipated job insecurity) and to explore the implications of these effects for theory and practice.

The paper focussed on four common experiences and tested the hypotheses about their effects using data collected by a relatively large survey among mature college students with work experience (n=1,164).

Individuals who had been exposed to the experiences of being laid off, witnessing layoffs and having to accept reductions in pay or status held higher transactional and lower relational expectations from their future employers, in comparison with individuals who had not been exposed to such experiences. They also anticipated a higher level of job insecurity in their future employment.

In order to mitigate the potential negative consequences of the phenomenon discovered on employee retention and organizational performance, organizations have to develop and implement specific HR practices to deal with cohorts of new members, who have been exposed to the employment experiences investigated. Of particular importance are orientation and socialization practices that address new recruits’ concerns and expectations, and exposing new members to training and learning experiences that increase their employability outside the organization.

This is one of a few studies that documents empirically the (anecdotally based) claims about the effects of changes in the economic environment on individuals’ employment expectations and perhaps the first study to focus specifically on the effects of initial experiences of entrants to the labor market. It extends psychological contract research by focussing on the antecedants and formation of the psychological contract rather than on its consequences and on the anticipatory contract rather than on employees’ current psychological contracts.

The paper aims to examine favor and non‐regression clauses, appearing ‐ in several occasions jointly ‐ in European Community social directives, in order to underline the differences in their nature, function and effects on Member States’ legislation, also considering that the favour clause is now present in the article 137 of the Treaty.