Research On The Impact Of Organizational Change On The Work Pressure Of New Generation Employees

With China's economic development which is under the background of globalization,Chinese enterprises are face increasing competitive pressures,the practice of "Organizational Change" has become norm,at the same time,as time goes by,the new generation employees of 80s?90s are gradually becoming the main force of labor market.Those generations who born under the background of the policies of China's reform and opening,most people,on material life,are relative affluence than the people of 50s?60s and even the 70s,they have an earlier comprehension to enterprise and business societies.They also add a new communication channel-"Internet" to their external communication channels which make them expose to varied cultural and social knowledge.Therefore,the values and personality of new generation employees can be said to be effected by the Western cultures which are more complex and diverse.While Western researches show that,in European countries,there also are the employees who born under the environment which is mentioned above,but there is a different point,which is China's 80s,90s are different in communication,feelings and dealing with pressures,attitudes and perceptions towards problems compared with those families who have more than one child.This thesis takes the new generation employees as the study object,it is from the perspective of organizational change,studying the impact generated from organizational change on the pressures of new generation employees.Therefore,firstly,this thesis conducts the literature study of definition of organizational change,tease out four dimensions of organizational change,namely technological change,cultural change,structural change and personal change.Under such study,analyzing the concept of new generation employees,growth environment,work motivation and characteristics.In order to study how organizational change affect the pressures of new generation employees,this thesis also makes relative studies which include the definition of pressures and work pressures,the theory of work pressure does exist,and also there are study on work pressure and organizational change.Through the above research and analysis,this thesis carries out the foundation of index system and model assumptions on the work pressure affect factors to the new generation employees by the organizational changes.Through the pre-launch and formal questionnaires,the thesis makes the clustering and redundancy factor screening,on one hand,verficiating the assumption model,on the other hand,establishing the key indicators.In order to illustrate the relationship among various factors,this thesis applies expert scoring on the key indicators and DEMATEL method to identify the causal factors of key indicators?the result factors and the central factors.This thesis takes the case KM Telecom Call Center of YN as the example and analyze,coming up with the management strategies and measures,and eventually integrate the afore-mentioned study and present improvement recommendations and suggestionsThe studies and conclusions of this thesis include:(1)Establishing the structural equation model of work pressures on new generation employees by the organizational changes which illustrate the correlation among each factor and verify the hypothesis model.Namely:Technological change?Cultural change,Structural change and Personnel changes have a positive correlation with the work pressures on new generation employees;Support of the leadership?colleagues?non-working has a negative correlation with the work pressures on new generation employees?(2)According to the cumulative contribution factors,determining the key indicators of work pressures on new generation employees by organizational changes based on the structural equation model.Applying improved DEMATEL method finding out causal factors?result factors and central factors explaining the cause-effect relationship among key factors.Namely:Pressures of new generation employees include introduction of new technologies?change of management perspectives?change of leadership style?adjustment of regulations and rules?arrangement of departments and interpersonal pressures;Result factors include position adjustment,working condition pressures,management range,group relations,role pressures,work pressures and employee behavioral and cultural culture;Arrange order according to the central factors which include task pressures,new technology introduction,leadership style,employee behavior culture,working conditions of stress and so on.(3)Through the KM case studies of YN telecommunications,verifying the effectiveness and practicality of the preceding model,and based on the issue analysis of the center and measures,inter-gating the afore-analysis coming up wit the "Recommendations and suggestions on how to improve the work pressures on the new generation employees by the organizational changes"Namely:Establishing good business culture;Reasonable arrangements for organizational change process;Soft flexible approach on personal organizational change;Shaping new generation employees from various perspectives;Applying positive elements from social support to eliminate the negative impact on organizational change.The management of the new generation employees is an arduous and complex systems task,worth of serious consideration and exploration.As time goes by,the new generation employees will become the main force of China's labor,hope through the study of this thesis,through research and exploration on feelings of new generation employees generated from pressures by the organizational change,finding out the "Intergenerational Management" approach which is useful for scientific management on the employees of 21s and afterwards who are with era characteristics.