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Positive and effective communication can reduce the negative impact of the layoffs, but it is lack of empirical research on the field in China. We collected 120 "downsizing" events, from January 2001 to January 2013 in China. Through content analysis and case study, results shows that three main bodies in crisis communication are: top managers, human resources managers and public relations managers; but exist the following problems need to be perfect and improve: (1)Manager’s behavior contrary to good faith in crisis communication such as lying; (2) Some behavior deviated from the manager’s duties; (3)Lack of crisis pre-arranged planning and process; (4)Response to the crisis event is lack of consistency; (5)The strategic value of the HRM department is not stand out. This paper reveals the present situation of Chinese layoff communication for the first time, laid the groundwork for future research and management practices.

The Crisis Communication Modes of the Manager in China qDownsizingq Events: Multiple Case Studies Based on Content Analysis