The Influence Of Change Of Cognitive Evaluation To Evln Positive Level

With the rapid development of global economy, business organizations in the world are under unprecedented market competition and survival pressures. Corporate split, restructuring, mergers and acquisitions always occur. Organizational change has become one of the most important implementation of the strategy in most organizations to adapt to external pressures and internal environment. However in real enterprises, only a small part of these organizational changes achieve the desired effect. One of the most important reasons is that the manager ignored the human factor, resulting in lack of staff commitment to change and support. This may lead staffs to do a series of reaction behavior, such as turnover. On the other hand, in the process of organizational change, employee commitment to change is extremely important. The commitment to change reflects the attitude of staff support and willingness to change. It reflects the intermediate role between employees’appraisals about change and the reactions they will make. Therefore, it has a very important role and significance to recognize the importance that a high degree of commitment to change will lead to a high level of the change process and the result.Through the data collection and analysis, we discuss the relationship among employees’appraisals (two dimensions), the commitment to change (three dimensions) and EVLN (three dimensions). On the basis of existing research, with our own thinking on this study, we deduce the theoretical models and frameworks. Through survey research and research data collection, we recovered a total of463efficiency questionnaires, and the rate of questionnaires recovery was66.94%. We use SPSS19.0statistical software to do the exploratory factor analysis and stepwise regression model. We use LISREL8.70software to do finish the confirmatory factor analysis, model testing and hypothesis testing. Finally, we get the best model and conclusions of this study, and ultimately to propose practical significance.In summary, we draw three main conclusions of the study:1. There is a significant negative correlation between employees’appraisals and exit and considerate voice behavior; 2. There is a significant negative correlation between employees’appraisals and continuance commitment to change, a significant positive correlation between employees’appraisals and affective and normative commitment to change;3. Affective, continuance and normative commitment to change partially or fully mediated the relationship between employees’appraisals and EVLN performance.