Work stress, perceived career opportunity, and organizational loyalty in organizational change: A moderated mediation model

• Ting Wu

  Zhejiang University City College

• QiTaiSong Shen

  Zhejiang University City College

• Hanqing Liu

  Zhejiang University City College

• Cong Zheng

  Zhejiang University City College

We applied job demands–resources theory to construct a negative work characteristic (i.e., work stress) and a positive work characteristic (i.e., perceived career opportunity) in the context of organizational change to investigate how these characteristics affect employees’ organizational loyalty. Participants were 2048 Chinese employees from a state-owned power company where a government-led power price reform had taken place. Results show that work stress is negatively related to organizational loyalty via job satisfaction, and that perceived career opportunity (PCO) is positively related to organizational loyalty. In regard to the moderating role of PCO, the negative effects of work stress on organizational loyalty and on job satisfaction, and the negative mediation effect of work stress on organizational loyalty via job satisfaction, were weaker for employees with high rather than low PCO.

1. Ting Wu, Zhejiang University City College
   School of Business, and Research Base of Philosophy and Social Science in Hangzhou – Center for Research of CSR and Sustainable Development
2. QiTaiSong Shen, Zhejiang University City College
   School of Business, and Research Base of Philosophy and Social Science in Hangzhou – Center for Research of CSR and Sustainable Development
3. Hanqing Liu, Zhejiang University City College
   School of Business, and Research Base of Philosophy and Social Science in Hangzhou – Center for Research of CSR and Sustainable Development
4. Cong Zheng, Zhejiang University City College
   School of Business, and Research Base of Philosophy and Social Science in Hangzhou – Center for Research of CSR and Sustainable Development

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