中文摘要：

组织变革成功不仅在于组织本身，更在于员工作为每一个不同的个体对组织变革的反应。本文深入研究了员工对组织客观的变革情境、变革内容、变革过程以及变革结果的感知及其感知与员工对组织变革的反应之间的关系，提出了相关的研究假设：员工感知到的组织变革情境、过程、结果与内容会直接影响员工对变革的反应；员工感知到的组织变革情境可通过变革过程的中介作用间接影响员工对变革的反应；员工感知到的组织变革情境可调节变革内容、变革结果与员工对组织变革反应的关系；员工感知到的组织变革内容与变革过程可交互影响员工对组织变革的反应。本文描述性地解释了员工从对变革的感知到对变革做出反应的全过程，从而揭示了不同变革因素与员工对组织变革反应之间的影响关系的形成机制，提出了一个具有普适性的整合模型。

英文摘要：

The success of organizational change depends not only on the management of the organization, but also on its individual em-ployees＇ reactions toward the change. This paper assumes that individuals could change the objective facts and issues to their own subjec- tive ones by their sense-making and cognition process. Then, the paper investigates how employees perceive the objective organizational change factors and how these perceived factors affect employees＇ reactions to organizational change. We propose that the process of em-ployees perceiving the background, progress and result of organizational change will affect their final reactions to the change. Employees＇ perceived organizational change process mediates the effect of employees＇ perceived organizational change context on employees＇ reac- tions to the change. Employees＇ perceived organizational change context moderates the effect of employees＇ perceived organizational change content and outcomes on employees＇ reactions to the change. Employees＇ perceived organizational change process and content have an interactive effect on employees＇ reactions to the change. This paper descriptively explains the entire process which begins with employees＇ perception of organizational change to their reaction to change, and exposits the mechanism how the organizational change factors affect employees＇ reactions to change.