摘要：Over the past decade a number of analysts have argued that we have seen the end ofthe traditional managerial career. In this paper we examine how various types of down-sizing affect the organizational career systems. We take the career system perspectiveof Sonnenfeld and Peiperl (1988) and examine how delayering, earlier retirement andother common forms of downsizing disrupt or reinforce these career systems. This ana-lysis together with that of Evans, Gunz and Jalland (1997) provides us with a frameworkto help managers understand the impact of downsizing on careers and select modes ofdownsizing that will sustain or reorient the career systems of their organizations
