The Research On The Influence Of Supportive Human Resource Practice On Supportive-change Behavior

Change has become the new norm in today's organizations.The organization constantly adjusts the organizational structure,personnel structure,organization facilities,staffing and so on to adapt to the environment.Employees,as the main driving forces for the development of enterprises,are important factors for the successful transformation of enterprises.Meanwhile,it is particularly important for the implementation of organizational change to promote employees' positive attitudes and behaviors towards transformation.As an effective way of management of human capital,the support human resource practice can directly or indirectly affect the employee's attitude and behavior tendency as well as the behavior performance.Based on the behavioral reasoning theory,the thesis reveales the great significance to the successful implementation of organizational change from the perspective of supportive human resource practice.Based on the research background,the thesis was conducted with literature review,questionnaire survey and statistical analysis.First of all,the research put forward the research hypothesis based on the related literature about behavioral reasoning theory,support human resource practice,mployee change cognition,supportive-change behavior,and constructed the theoretical model.Secondly,the reliability and validity of the data were analyzed,and the factor analysis of the sample data was carried out to divide the dimensions of the variables.Thirdly,the factor analysis of the sample data was carried out to divide the dimensions of the variables.Then the correlation analysis and verification of the variables were carried out through the correlation analysis and regression analysis.Finally,the results of the regression analysis were verified by the structural equation,so as to ensure the accuracy of the research conclusions.Through above analysis,the influence mechanism of support human resource practice on supportive-change behavior was revealed,and the intermediary role of employee change cognition in the relationship between supportive human resource practice and supportive-change behavior was explored.The empirical results show that change cognition plays a partial intermediary role in supportive human resource practice and supportive-change behavior,in which change cognition plays a complete intermediary role in the relationship between reward and punishment fairly,supportive-change behavior;change cognition plays a partial intermediary role between the relationship of participation decision-making,growth opportunity and supportive-change behavior.In addition,the results show that the cognition of future development,the necessity of change and the cognition of change benefit have positive influence on the supportive-change behavior,and the relationship between job security cognition and employee change support behavior has not been verified.Based on above empirical results,the thesis further proposes the practical countermeasures to guide employees' change support behavior.First,strengthen the fairness of rewards and punishment and the cognition of employees' change;Second,improve the growth opportunities,stimulate the positive cognitive and behavioral performance of the employees;Third,encourage participation in decision making,rebuild the employees' cognitive and behavioral tendency to change;Fourth,strengthen information communication to optimize management.Above management strategies can guide the managers to organize practical activities to reconstruct and stimulate the positive cognition and supportive-change behavior.Aiming at the research contents,research methods,research process and questionnaire,the thesis puts forward the shortcomings and prospects of this research.