Research On The Relationship Between Organizational Change Cognition,Work Stress And Adaptive Performance

The 21 st century is an era of economic globalization.New technologies such as big data,cloud computing,artificial intelligence and 3D printing are emerging one after another,which makes every organization being in a rapidly changing social environment.Only efficient organizational changes can make the organization better,and face the changes in technology and products,the expansion of organizational scale,the expansion of domestic and international markets,and other internal and external environmental changes.Finally,it can ensure the organization's research and development,marketing,public relations,technology transfer and human resources planning,and then achieve a healthy development of the entire organization.Most of the previous researches on organizational change are carried out at the macro level,which hopes to develop an organizational change model to guide the direction of organizational change efforts.However,organizational change is people-centered,employee change position(support,neutrality or resistance)affects the success or failure of organizational change.When tracing the cause of employee change stance,it is found that employees' perception of organizational change directly affects their organizational change stance.From a cognitive point of view,the cognition of organizational change is the employee's awareness of the external stimulus of change,which is reconfirmed and compiled,and finally forms its own awareness of the change.Backtracking on the influencing factors of organizational change cognition,it is found that organizational change cognition has a certain predictive effect on job performance,but most of the researches are based on the two-dimensional model of task performance and relationship performance,while less research measures individual pairs.So this study explores the relationship between organizational change perception and adaptive performance with adaptive performance that is more responsive to employees' response to change.In the study of the relationship between organizational change cognition and adaptive performance,the work pressure of employees in organizational change is also a key,because in the process of change,the organization will inevitably produce a series of institutional and personnel adjustments.The changes that are actually seen will inevitably lead to uncertainty and threats to employees,including their anxiety and anxiety about changes in the nature of work,changes in workplaces,changes in work intensity and job prospects.This will become an important source of work stress.Therefore,this study uses the working pressure as a mediator variable,using Spss and Amos to empirically study the relationship between organizational change cognition,work stress and adaptive performance,trying to study the adaptability of employees through organizational change.The impact of performance and the specific mechanism of action,reduce employee change resistance,increase the positive work pressure of employees in the process of change,reduce negative work pressure,and thus improve adaptive performance,thus enabling enterprises to successfully implement organizational changes.Through data analysis,the research conclusions of this study are as follows:(1)Age and gender have no significant influence on organizational change cognition,work stress and adaptive performance;education only has a significant impact on adaptive performance;working years are stressful to work There is a significant impact on adaptive performance;job differences have a significant impact on organizational change perception,work stress and adaptive performance.The higher the employee's position is,the stronger their awareness of organizational change is,the greater their work pressure and the higher their adaptive performance are.(2)There is a significant positive correlation between organizational change perception and adaptive performance.(3)There is a significant correlation between organizational change cognition and work stress,and there is a significant positive correlation between positive change and positive work stress,and a significant negative correlation with negative work stress.(4)There is a significant correlation between work stress and adaptive performance.There is a significant positive correlation between positive work stress and adaptive performance.There is a significant negative correlation between negative work stress and adaptive performance.(5)Work stress plays a part in mediating the relationship between organizational change cognition and adaptive performance.Positive work stress and negative work pressure play a partial intermediary role between organizational change cognition and adaptive performance.