The Influence Of Organizational Change Cognition On Employee Turnover Tendency And Organizational Citizenship Behavior

Rapid development of Internet technology,fierce competition at home and abroad,changes in consumer preferences and employee expectations in the global economy.It has become a favorable tool for enterprises to meet challenges and avoid market elimination risks.Organizational development has a broad meaning,including but not limited to organizational structure,technology,rules and regulations and personnel structure adjustment.As we all know,reform is very important for the survival and development of an organization.However,in the face of change,employees have a complicated attitude towards organizational change.As a participant of organizational change,the success of change personnel is one of the key factors that influence the success or failure of enterprise or organizational change.Nowadays,the turnover of enterprises has become a big problem of enterprise reform management.From the perspective of the company,changes in organizational structure,personnel adjustment,technical upgrading and other factors of the company can easily bring insecurity to employees.Work pressure,tension in the company,and substandard performance assessment will make employees prone to turnover,thus causing turnover behavior.The reasons for employee turnover can be divided into active and passive reasons.No matter it is active or passive,the result of turnover behavior will increase the cost of human resource management for the company's human resources.However,the factors causing turnover are too broad to be systematically studied,so scholars at home and abroad are more inclined to measure the turnover tendency of employees to study the turnover behavior of employees in the process of organizational change events.Under the background of organizational change,more and more scholars begin to pay attention to the explanation and analysis of employee turnover behavior.In order to explore the turnover tendency of company A from the perspective of organizational change,this paper conducts A questionnaire survey on the employees of company A who have experienced organizational change events,Conducts statistical analysis on the collected questionnaire data.Finally,the following conclusions are drawn:1.In the context of company A's organizational change,organizational change cognition and organizational citizenship behavior have different influences under demographic characteristics.2.Based on the event of organizational change in company A,organizational change perception has A negative impact on the turnover intention of employees.3.Based on the event of organizational change in company A,turnover tendency has A negative impact on organizational citizenship behavior.4.Based on the organizational change event of company A,organizational change cognition has A positive impact on organizational citizenship behavior.5.Based on the organizational change event of company A,Turnover intention has some mediating effects in the process of organizational change cognition affecting organizational citizenship behavior.Based on the objective existence of organizational change events in company A,this paper collects A lot of data and materials,and the research results have the characteristics of direct experience.Based on the above research conclusions,this study puts forward Suggestions to reduce the employee turnover rate in the context of organizational change,providing some references for the subsequent studies on organizational change and turnover intention.It is hoped that the above research data can provide help to the relevant management decision-making level from the perspective of organizational change.