The Study Of Relationships Between Cognitive Organizational Change And Employee Job Performance: Mediating Effect Of Organizational Identification

With economic globalization and increasingly fierce business competition, the internal and external environment companies faced has become increasingly uncertain. In order to be able to adapt to the complex and diverse environment, timely implementing change is necessary step to improve its flexibility. Thus, organizational change has become an important and challenging issue that can not be avoided. At present, many companies have recognized organizational change is important to ensure that companies can maintain their own competitive advantage and keep sustainable development. Now there are many companies practicing the change measures, but the probability of failure is still high. Previous studies took perspectives from the macro level to proceed, trying to develop an organizational change model that would guide the direction of organizational change efforts, only few studies has explored from micro level of organizational change. Organizational change is human-centered, so staff serve as the final recipients and implementers organizational change should be considered before driving change. Employees play an important role in the process of organizational change, and affect the ultimate success or failure of organizational change. The reason is due to individual differences, everyone holds a different perception of organizational change, so they develop different attitudes toward change and different work engagement which will affect their job performance. Meanwhile, in the study of the relationship between cognitive organizational change and job performance, organizational identity also plays a very important role, because the organization can individual identity within the cognitive and the formation of the group or organization’s values. Therefore, this study selected the perspective of organizational identity, exploring employee awareness of organizational change, clarifying organizational changes in cognitive performance of the work mechanism of action, it helps to reduce employees change resistence, improving performance, thereby allowing companies to successful implementation organizational change.By collating and summarizing relevant literature at home and abroad and collecting data from questionnaires, we explore the relationship and its internal mechanism between these variable, and how cognitive change will affect work performance. For the convenience of having accurate scientific findings, this study was conducted by collecting data from questionnaires, data analysis using SPSS and AMOS software for data processing, and the results were analyzed and proposed management recommendations. The main statistical methods used in this study are:descriptive statistics analysis, reliability and validity analysis, independent samples T-test, ANOVA, correlation analysis and regression analysis.The data were analyzed by validated conclusions drawn in this study are as follows:(1) cognitive organizational changes has positive impact on job performance; (2) organizational identification has positive impact on job performance; and (3) organizational identity play an intermediary role in organizational change in the relationship between cognitive change and job performance; (4) organizational change perception will be changed for different people.