The Impact Of Informal Information Before Organizational Change On Employee Resistance To Change

After China’s reform and opening up,all enterprises inevitably carry out frequent,continuous and wide-ranging changes in order to ensure their own competitive advantages and conform to the trend of the times.Organization is a collaborative system,and the resistance of employees will seriously hinder the realization of their goals.Therefore,the change response of employees needs to attract attention and attention.As a resource for employee cognitive change,change information can help employees reduce anxiety and stress,and have more control over change.Today’s research on change information is usually concentrated in the process of change implementation.In fact,before the organizational change,there will always be informal information dissemination such as gossip,which is an important source for employees to understand change in advance.The study used a retrospective self-report method to collect questionnaires from 255 employees in the central region.Based on a large amount of literature data,and through various structural analysis models,Bootstrapping mediation effects and multi-level linear growth models,Exploring the impact of informal information before the change on the employee’s pre-reform response,the change in employee resistance response over time,the impact on follow-up performance,and the regulatory role of punishment strategy perception.The study concludes that:(1)Negative nature of pre-transformation informal information,through the positive mediating role of change loss cognition,and the negative mediating role of change interest cognition,has a significant impact on employees’ willingness to resist change and resisting emotions before change..(2)Over time,employee change willingness to resist and a significant decline in resistance,that is,from change before change to change,resistance to change and resistance are significantly reduced.(3)Responsibility to resist and resistance to change in employee turnover is significantly negatively correlated with job performance.(4)Employees’ punishment strategy perception positively adjusts employees’ change willingness to resist and resist changes in emotions over time: Compared with low-punishment strategy perception,employees’ perception of punishment strategy is higher,employee change willingness to resist and resistance to decay over time The sooner.This study establishes an analysis model of “informal information before change →cognition of employee change → boycott willingness and resistance before employee change→ boycott willingness and resistance in employee change → job performance”,and also explores the boundary effect of change management strategy.Research focuses on the transmission of information at this point in time before the change occurs,as well as changes in the employee’s change response over time.The research results reveal that informal information before the change can help employees prepare psychologically in advance,reduce employees’ resistance to change,and thus facilitate the smooth implementation of change.Research enriches and supplements the research on change information and employee change response,providing a new perspective and practical significance for organizational change management.