Research On The Impact Of Organizational Change Cognition On Employees' Job Performance

The arrival of the "Internet +" era has intensified the changes in the market environment.Almost every organization is undergoing active change exploration-reasonable organizational restructuring,personnel changes,and efficient and rational allocation of limited resources.Increasingly fierce market competition,increasingly diverse customer needs,unpredictable economic conditions,and unpredictable government policies...Organizations must learn to successfully implement organizational change if they want to survive in an increasingly difficult environment.As a key subject of modern organizational change,human resources play a pivotal role in the process of change and have a direct impact on the success of change.Due to differences in individual characteristics,employees' perceptions and perceptions of change in the organization lead to different attitudes toward change.Supporting,opposing or maintaining an intermediate position will affect their performance.The commitment to change is an influence that regulates the individual behavior of employees to comply with organizational change programs,and also affects employee performance.This paper studies the impact of employees' change cognition on their job performance,and uses change commitment as a mediator to explore the interaction mechanism between the three,which helps to try to adopt positive and effective ways to enhance employees' organizational change cognition and change commitment.Improve job performance and successfully implement organizational change.This paper conducts literature research on organizational change cognition,change commitment and employee work performance,and summarizes the concept definition,structure dimension division and measurement methods of each variable.On this basis,the concept,dimension and measurement of variables in this study are summarized.Secondly,on the basis of relevant literature review,the research hypothesis is put forward,and the research model is constructed.The questionnaire survey method and statistical analysis method are used to analyze the organizational change cognition has a significant positive impact on employee change commitment and employee work performance.The commitment to change has a positive impact on employee performance and mediates organizational change perception and employee performance.Finally,it proposes to strengthen organizational communication,enhance employee participation in cognition,highlight change interests,and promote employee task performance improvement.A management strategy that promotes interpersonal promotion,enhances employee sense of belonging,provides organizational care,and optimizes organizational climate for change.The innovations of this research are as follows: First,in the past,scholars have conducted relatively independent research on organizational change perception,job performance and commitment to change,and achieved results,and the study of the relationship between the three is currently The amount of research is still relatively small.This paper takes the organizational change cognition as the starting point to develop the relationship between the three,which is the novelty of this article.Second,this study proposes the hypothesis that change cognition has a positive effect on job performance,and empirically studies and validates the model,enriching and expanding the research field of change cognition,which is conducive to improving employee performance.Third,an effective way to expand corporate performance.This study attempts to influence the impact of organizational change perceptions on employee performance and explore new strategies for improving corporate performance,which is conducive to successful implementation of change.