员工对组织变革的感知及反应 : 变革应对与组公平的作用

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员工对组织变革的感知及反应 : 变革应对与组公平的作用

 

Author: 呂平
Lü, Ping
Title: 员工对组织变革的感知及反应 : 变革应对与组公平的作用
Yuan gong dui zu zhi bian ge de gan zhi ji fan ying : bian ge ying dui yu zu gong ping de zuo yong
Employees' response to perceptions of organizational change : the role of coping with changes and organizational justice
Degree: D.Mgt.
Year: 2010
Subject: Hong Kong Polytechnic University -- Dissertations
Organizational change
Department: Graduate School of Business
Pages: xii, 134 leaves : ill. ; 30 cm.
InnoPac Record: http://library.polyu.edu.hk/record=b2396336
URI: http://theses.lib.polyu.edu.hk/handle/200/6005
Abstract: The increasingly competitive environment has made organizational change an ordinary state nowadays. And the variation of psychology, attitude and emotion caused by the more frequent and deep organizational change is in need of attention. Therefore, using 353 employees in eight subsidiaries of Guangdong and Sichuan China Mobile as samples, this paper thoroughly discussed the impact of perception of organizational change on organizational commitment, turnover intention and job burnout, analyzed the psychological contract breach's mediating role as well as coping with changes and organizational justice's moderation role. The result shows that: firstly, the significant correlation between perception of organizational change and organizational commitment, turnover intention, job burnout and psychological contract breach has been partially proved. Secondly, psychological contract breach facilitated partially mediating roles on above correlations. Thirdly, coping with changes didn't significantly moderated the relationships between perception of organizational change and work outcomes, while distribution justice and procedure justice has certain moderate effect. The result of this research has both theoretical value and practical revelation. Theoretically speaking, this study discussed the impact of organizational change on employees' psychology, attitude and emotion empirically, which enriched the study of the impact of organizational change on employees from the individual perception. This study also analyzed the mediating role of psychological contract breach, and supported the idea that the psychological contract breach is the key factor in causing employees' change of attitude in organizational change from the empirical perspective; and proved the moderation influence of organizational justice on the correlations between organization change and employee's work outcomes, which is an initial attempt in studying related situational variables. Practically speaking, this study reminds organization managers to be fully prepared in initiating organizational change, and to avoid changing frequently as well as to beware of the adverse influence of deep change. Besides, those managers could reduce the negative impact on employees' psychology, attitude and emotion by building fair atmosphere, reestablishing psychological contract and so on. To ensure the credibility of the result, this study has strictly followed the set process and methodology in sample choosing, data collection and input analyze. However, due to various constraints, certain defects lie in the depth of study, sample size and the using of cross-sectional research, which leaves much room for deeper study in the future.

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