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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.

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.

Every employer, unless he or she has no pool of applicants or potential applicants to choose from, engages in hiring choices. While the hiring process may vary, both from one employer to another and from one job to another, some form of screening occurs. In recent years, students of management have noted the proliferation of screening practices in the hiring process, especially in bringing new technologies such as medical and drug testing procedures. Testing and other screening practices, while wide‐ranging both with respect to their ends and means, have raised consistent patterns of concern among job‐seekers, public policy makers and managers themselves. In this monograph a variety of methods of screening and issues of public policy raised by screening procedures are discussed. An overview of United States law regulating the screening process is provided, together with future directions in the area of screening in the US.

The purpose of this paper is to compare the relative importance or effects of individual equity, external equity, internal equity, procedural justice, and informational justice on pay level satisfaction.

The paper uses a policy‐capturing methodology to determine the importance of the five factors and considers both group analyses and individual analyses of the data.

Of the three types of equity, individual equity was the most important factor on pay level satisfaction. External equity and the three other factors were important for many individuals, and this was shown through the individual analyses.

The number of scenarios given to each participant was limited due to possible fatigue.

The findings will help managers make judgments on how to respond to conflicts between internal alignment and external market conditions. Knowledge of which factors are most important will help managers create more effective compensation programs.

This is the first multi‐justice study to find the relative effects of justice perceptions on pay level satisfaction, and it includes informational justice.