Research On Employees’ Insecurity Under H Expressway Organizational Change

With the development of economy,organizations are faced with many challenges.They often reform constantly to improve their adaptability and competitiveness,thus to ensure the survival and development of organizations.However,organizational change can give employees a sense of uncertainty,which can lead to a sense of subjective threat of loss of work or important characteristics of work and a sense of inability to maintain the current work,namely ’job insecurity’.In short,the feeling of job insecurity has an impacts on employees ’work engagement and enterprise performance,poses a great threat to the sustainable development of enterprises.Therefore,alleviating employees ’ job insecurity has became an inevitable problem for enterprises.As the highway is changing greatly,in this paper,a comprehensive discussion is made on the causes of job insecurity through the investigation and study of H Expressway employees,so as to explore mitigation measures and further expand the research field of the feeling of job insecurity.In this paper,questionnaires and in-depth interviews were used to study the feeling of job insecurity of H Expressway employees.189 valid questionnaires were collected.20 people were sampled for one-to-to in-depth interview.The results of the survey show that the H Expressway employees’ job insecurity is characterized by the lack of the understanding of changes,the participation in changes,the anxiety of the deficiency of allowance.Via theoretical analysis,it is concluded that the feeling of the employees are the short of information communication,ignorance on employee needs,insufficiency of employee retention,and the lagging on adjustments of career planning.In the end,in order to alleviateease the organizational change under the staff ’s job insecurity measures are discussed,the measures easing the feeling of job insecurity of the staff,under the change of organizations are examined.In the part,four procedures are proposed based on the following four aspects: First,people-orientation need to be adhered.More attention should be paid on the communication with employees;Secondly,build a common vision to increase employee participation a common vision is essential to enhance employee participation;Keeping on mending employee benefits;Finally improving the psychological contract and the employability of employee employability.