The Positive Effect Of Job Stress Under The Organizational Change

In Chinese economy transition, organizational change becomes more dramatic and widespread. A series of impacts related to staff levels, such as economic crisis layoffs, because great pressure on every employee. The relationship between organizational change and job Stress is increasingly worth studying in this particular context. The research result will probably be very different to that of Western. Because the theory of flow Experience is just beginning in China, domestic research is still in the stage of review and description. As a result, research accumulation is scarce, which has too much space for development. However, these problems have raised widespread concern from domestic scholars. From the perspective of positive organizational behavior, it is emphasized that the positive results are triggered by work pressure from organizational change. They also explore the ways to make pressure play an active role in organizational change. The work has important realistic meaning and practical value.This thesis aims to research what kind of work pressure and result the organizational change will bring to employees at the background of Chinese transformation. From the perspective of positive organizational behavior, it stresses job Stress caused by organizational change has the property of positive and negative. Through the analysis of the contacts, it also tries to draw out methods to effectively manage job Stress due to organizational change. This paper mainly discusses the effect mechanisms of work pressure on the staff from the organizational change, by the method of application empirical research. Via the questionnaires from520employees in23companies such as Beijing, Tianjin, Shenzhen, Kunming, Harbin, Shenyang, Dalian, etc., it approaches what work pressure and result the organizational change will cause to staff, by the statistical method of correlation analysis and multiple regression analysis. This thesis consists of four main parts, and the main contents are as follows:Chapter I, Introduction. It describes the background and significance of this study. The research contents, framework and methods are expressed. It also illustrates the probable innovation point of this article. Chapter Ⅱ, the literature review. Firstly, it reviews the organizational change and job Stress. Secondly, the concept, research areas, and theory development of flow Experience are defined. Lastly it summarizes and comments their relationship through the summary of the relevant literature, which lays the theoretical foundation for research model and hypotheses in the empirical part.Chapter Ⅲ, empirical research. It puts forward conceptual model and research hypotheses. The illustration is given of the variable measurement, data collection, sample selection and questionnaire analysis. Using SPSS17.0statistical software, it carries out empirical analysis. including descriptive statistics analysis, validity and reliability, correlation analysis and regression analysis. The research also covers the relationship among organizational change, the job Stress and flow experience, as well as the intermediary role of the job Stress.Chapter Ⅳ, Conclusion and Outlook. The research conclusions are summed up. It illustrates the theoretical contribution and practical enlightenment. It points out the study limitations as well. In the end, the outlook for future research is expressed.Through empirical analysis, this thesis mainly draws the following four conclusions:The first, Organizational change has a positive effect on job Stress. The second, Job Stress has a positive effect on flow experience.The third, Organizational change has a positive effect on flow experience.The fourth, Job Stress plays a partial intermediary role between organizational change and flow Experience. This paper may be the innovation points are:first, find dimensions of organizational change and flow experience between dimensions of all exist correlation, organizational change of flow experience indeed have positive influence on action; Second, when the organizational change, work pressure and flow experience as a whole variable analysis, working pressure in organizational change and flow experience with partial mediating role between; Third, this paper found that organizational change to employees working pressure caused by an important influential role, working pressure in addition to the staff can produce negative influence, but also can produce flow experience such a positive effect.