The Internal Mechanism Of Working Pressure In Organizational Change

The increasing uncertainty and risk of Macro-and Medium-environment make employees drop in constant organizational change, while the organizational change will lead to working pressure has become a consensus. How can we do to help employees to decrease working pressure? Only by understanding the generation mechanism of working pressure, can we do better in helping employees to manage their pressure.The most important factor in organizational change is human, because their perception and evaluation to the change will result their attitude and whether they will get pressure. In view of this, we introduced the organizational change recognition as a mediator and analyzed if it mediated the relationship between job characteristics and work pressure. This research measured the positive pressure and negative pressure at the same time, and analyzed their generation mechanism. Based on JDR model, this research divided job characteristics into job requirement and job resource, and further divided job requirement into challenging job requirement and obstacle job requirement in order to probe whether challenging requirement can lead to positive pressure. This research proposed a basic theoretical model and hypothesis based on these variables and literature review, then use SPSS19.0conducted an empirical analysis on data which collected through questionnaires. The main results were showed as follows:1.The obstacle job requirements has significant positive influence on organizational change recognition and positive working pressure, and has significant passive influence on negative working pressure.2. The challenging job requirement has significant positive effect on positive working pressure and significant passive effect on negative working pressure, but not significant influence on organizational change recognition.3. The job resources have significant positive influence on organizational change recognition and positive working pressure, and significant passive influence on negative working pressure.4. The organizational change" recognition partly mediates the relationship between obstacle job requirement and negative and positive working pressure.5. The organizational change recognition partly mediates the relationship between job resources and positive and negative working pressure.There are three innovation points:First,this research construct the model of "The Internal Mechanism of Working Pressure in Organizational Change ".Second,this study present the view that the challenging job requirement would lead to the formation of a positive evaluation of organizational change and generate positive operating pressure, although it failed to be proved, but it would provide direction for the further research.Third,this research clarify the generate-paths of positive pressure.By reducing barriers to work requirements and improve working resources,the employees will have a positive perception of organizational change, which will in turn bring about a positive working pressure,Organizational change is a very complex process, and its impact on employees is also multifaceted, so the cross-sectional study is not enough to fully explain the the formation mechanism of working pressure, which is a deficiency of this article. The follow-up studies should be vertical, and be more comprehensive.Moreover, the number of samples and research methods also have some limitations, the future research should collect a larger, more representative sample, and combined with on-site interviews, case studies, field observations and other research methods to make the findings more scientific.