The Binary Choice Mechanism Of Employee Resistance And Support Towards Organization Change

To obtain competitive advantage, modern organization must constantly take reformation to keep survival in the changing environment. Whether Organizational change can be success has directly influence on the development of the enterprise. At present, it is rarely that the organizational change researches focus on the individual level which expresses the influence from organizational members. Especially, it is lack of generality empirical research which reflected the employee reaction commonness in different types of change. Based on the premise of importance of the staff attitude for change, this article aims to explore the mechanism of employee reaction to change. With theoretical research, it is selected Cognition, Emotion, Stress, and Intension as the core elements to construct a model framework.First of all, with literature research method, the paper combed the Organizational Change Theory, Individual Responds, Stress Theory, and Resistance research, then summaries the research progress and the insufficiency to design this paper's core research model. Secondly, the reaserch adoptes semi-structured interview study to validate the theory primly, and then used questionnaire research to test and modify research construct. We surveyed 229 employees of changing organizations in Zhejiang, Shandong and Beijing area, and analyzed data through descriptive statistics, factor analysis, correlation analysis, analysis of variance and regression analysis. Finally, in order to answer the research questions systematicly, it analysis the relationship between key variables with empirical research results and get the following conclusion:1. It is two independent dimensions that the relationship between employee resistance and support for organizational change. What will employee chose:resist or support for organizational change are not in opposite side. Employees who don't resist for change doesn't mean they will support change and also who don't support change doesn't mean they will resist. Actually, the opposite of "resist" is "not resist" and the opposite of "support" is "not support". This finding rational describes realistic situation in Chinese society.2. Individual's cognition for change has the positive influence on support for change. More positive cognition, the more actively support intention. Comparing for cognition and stress, emotion has the most significant influence on support intension. Moreover, emotion is the mediation mechanism between cognition and support intention.3. Individual's stress for change has the positive influence of resistance for change. More stress the employee felt, the more actively resistance intention for change they have. Emotion is the moderation mechanism between stress and resistance intention.4. Individual feature variables and organizational feature variables have different effect on cognition, emotion stress and intention. And the organizational feature variables relatively have significant influence on intention.