Coping strategies as predictors of employee distress and turnover after an organizational consolidation: A longitudinal analysis

Abstract

This study examined coping strategies and situational stressors as predictors of employee distress and turnover following an organizational consolidation. Six coping strategies were used: action planning, positive reinterpretation, acceptance, seeking emotional social support, intention to quit, and using alcohol or drugs. Two stressors, the extent to which a unit was affected by the consolidation and consolidation‐related stress, were used. Two indicators of distress, mental distress and somatic complaints, were measured at three time periods: three months prior to, shortly after, and six months after the consolidation. The coping strategies were assessed three months prior to and in response to the consolidation. Findings indicated that intention to quit and consolidation stress predicted mental distress while positive reinterpretation, use of alcohol or drugs and lower unit impact predicted somatic complaints shortly after the consolidation. Six months later, the main predictor of mental distress and somatic complaints was use of alcohol and drugs. Turnover was best predicted by a pre‐consolidation indicator of intent to quit and a post‐consolidation indicator of lack of acceptance of the consolidation.