The Research Of Relationship Of Employee's Perceived Change Fairness,Perceived Insider Status And Silence Behavior

With the rapid development of economy and technology,the traditional business model is suffering internet technology,so that itself was forced transition and upgrade especially in the era of "Internet +" model.Similarly,the organization faced with the dilemma that their advantages can't resisted the environmental challenges from internal and external.In order to obtain the core competence and long-term development,the organization will take some measures like change to cope.Nowadays,the phenomenon that no matter change of the major system or working process,and replacement of the product technology or culture has became common.However,the practice results show that the organizational change success rate has been low.There are some scholars thought that employee's attitude determines the success or failure of the change.During the period of change,the staff effective communication with managers rather than increase,but keep silence about some circumstances or problems with information communication technology highly developed.Therefore,relevant scholars put forward the change not only need to get all aspects of support and cooperation within organizations but also managers pay attention to employee responses to change from the viewpoint of microscopic and individual.Organizational change as an important event that influence stability of the organization,the implementation of related institutional can cause employees fear and lack of confidence to a certain extent about the future.Therefore,organization or managers should take measures to pursue stability.Justice as an important characteristic to organization is the important factors that affect employee psychology and behavior.Employees' perception of fairness can be weak the negative effect of change to some extent.At the same time due to the oscillation of the change and the existence of unfair atmosphere,this easy to destroy the organization-employees fragile balance and undermine the staff belonging to the organization-perceived insider status.Employees as an important component unit of organization can accurate and timely find the problems existing in the organization.But justice and belonging easy employees show positive or negative behaviors,such as voice or silence.Theretore,these studies tocus on the relationship of employee's sense of fairness,perceived insider status and silence behavior in order to extent the theory of perceived insider status and silence,so that rich change management method.In this paper,the structure contains six chapters.The firs chapter is mainly summarized and introduces the research background,significance,method,innovation points and research train of though;The second chapter mainly introduces the concept of perceived change fairness,perceived insider status and silence behavior.At same times,this part introduces this definition,antecedent and impact results.On the basis of this research review on the three variables,and discusses the relationship of this variables finally;The third chapter mainly introduces the construction of research hypothesis and and model.analysis of the same error,the definition of relevant variables,and the choice of scale;The fourth mainly introduces research design and data collection,such as operationalization definition of the concept,scale selection,control variables and the process of data collection;The fifth chapter using the data processing software like SPSS 19.0 and AMOS21.0 to process the date.The analysis module included Sample description statistical analysis,reliability and validity analysis,homologous analysis of variance,correlation analysis,regression analysis,and cluster analysis;The sixth chapter analysis the relevant research results in-depth,in order to points out that the lack of research,practical suggestions and the future research direction.According to the theoretical and empirical analysis,the main conclusion as follows:First,the control variables which contains like change nature,education,job level and enterprise property characteristics affect the implementation of organizational change;Second,the dimensions of change fairness and the perceived insider status has impact on employee silence;Third,the perceived insider status has intermediary effect in the middle of change fairness and silence behavior;Fourth,the different combination of justice has significant differences with perceived insider status and employee silence behavior.The research significance of this paper mainly reflects in the following aspects.First,this study has looked the perceived insider status as intermediary variables and complements the mechanism of fairness and silence.Second,this paper has paid attention to the influences of change situation to the psychological and behavior of employees.So,it has abandoned the formation mechanism of silence behavior.Third,it revealed that the different combination of fairness has significant influences with perceived insider status and silence behavior.