A Study Of Relationship Between Organizational Change Perception, Psychological Ownership And Job Performance

In the current economic crisis, organizations should adapt to the changing external environment, and constantly adjust themselves to remain competitive. And the key might be organization change. However, organizational change may waste time and resources, exhaust employees, and cause a lot of pressure in the psychological sense. Each of these side effects can be a barrier to the business development.This paper was based on previous studies as well as the use of reliable questionnaire to conduct the research, the use of factor analysis, correlation analysis, regression analysis and other statistical methods to explore the relationship among organizational change, psychological ownership and job performance. And the focuses were the relationships between organizational change and psychological ownership, organizational change and job performance. It also verified reliability and validity of some constructs in Chinese context.Results of the study showed that: (1) Organizational change significant negative related to psychological ownership; (2) Psychological ownership and job performance was a significant positive correlation; (3) Organizational change and job performance was a significant negative correlation between, but the data in this study supported the mediator role of psychological ownership. The construct of psychological ownership can offer us a great perspective, which provides us a better understanding of organizational change. If we can explain the changes in job performance through two constructs -- change perception and psychological ownership, it will not only add to management theory, in practice, but also provide valuable information for ongoing organizational change in Chinese corporations.