A Study On The Effects Of Organization Change On Employee Performance

Though the high-speed development of world’s economic and technology provide a big historic opportunity for China’s enterprise’s development, they faces increasing internal and external pressure, such as WTO’s challenge and the hidden danger that was missed in history. Because the traditional manufacturing enterprise’s management is weak, and they are also lack of effective operational mechanism, so reform and creation become an essential step. The successful reform and change can not only reduce enterprise’s cost, but also enhance their adaptation ability and upgrade their central competencies. Nowadays, though enterprises carry out the change actively, the results are unsatisfactory. Because of the ’staff’ s problem, the process of organizational change is always accompanied the decrease of employee’s working efficiency, so it is necessary to discuss that how to improve employee performance.At the background of organizational change, this paper clarify the inner significance of psychological ownership, then discusses the affection mechanism of employee performance which affected by organizational change, meaning to provide a theoretical basis for the management practices of China’s organizational change. Through the literature study, this paper gives the concept such as organizational change, psychological ownership and employee performance, summarizes the related fields’theoretical in domestic and foreign, and establishes the affection model that employee performance that affected by organizational change which takes the psychological ownership as an intermediary variable. Then this paper analyzes by questionnaire survey, discusses the relationship of organizational change, psychological ownership and employee performance through some statistical analysis such as factor analysis, analysis of variance, correlation analysis, descriptive statistical analysis, and it also tests the reliability and validity of those concepts. The results shows:(1) Psychological ownership directly influence the employee performance, the organization change also affect the employee performance, through the psychological ownership, the effect of organizational change influence the employee performance is better; (2)The task performance and relationship performance is affected by psychological ownership directly effect, and the direct relation with organizational change related is small, through psychological ownership the organizational dimension influence employee performance better enough; (3)Task performance is directly effect by psychological ownership:there is no direct relationship with organization personnel change and organizational culture change, but the organizational structure changes, organization of technological change through mental effectively influence the employee performance; (4)Relationship performance influence by the organizational change only in a certain extent, mainly directly effects by the psychological ownership, through psychological ownership the organizational dimension influence employee performance better enough.As psychological ownership provides a good perspective for the research of organizational change, if we take the psychological ownership as starting point to explain the changes of employee performance, then we can not only extend the theory related with the management of organizational change and human resources, but also give some practical advices for China’s organizational change.