Abstract
Indications of survivor syndrome are known from abroad from 90th. They concern employees who in connections with radical organizational changes weren't downsized and continued to work in their organizations.
Survivor syndrome symptoms are relevant to emotions, cognitive processes, and behavior. Examples of symptoms: mistrust in management, high stress level, lower loyalty and performance, depressive moods, work dissatisfaction or demotivation.
Survivor syndrome is identified as significant factor influencing that organization do not achieve expected goals. Organizations attention is usually focused on downsized employees and not on employees that continue to work.
But successful implementations of changes depend on survivors. Organization changes interconnected with downsizing have been realized also in Czech organizations.
The research was focused on identification of managers' assessment of the recent downsizing process and on identification of survivor syndrome in large production organization. Method: 2 focus groups (N=6, respondent: middle managers).
Results: Negative assessment of the recent downsizing process prevailed. Survivor syndrome was identified.
Although corporate social responsibility and quality of working life are perceived as important issues in Czech organizations, in observed too, the occurrence of survivor syndrome was identified. Because of various consequences and contextual factors the survivor syndrome requires relevant awareness and attention.