The Research On The Relationship Between Transformation Leadership And Change-supportive Behavior

Along with the development of the times,the process of globalization has intensified.When China's goal of “building a well-off society in an all-round way in 2020” is approaching,social and economic development is taking place.In this context,business leaders want to survive and develop,and it is necessary to make active organizational changes to adapt to the constantly evolving environment.Organizational change will inevitably affect the interests and development of employees,and the success of the change is inseparable from the employee's recognition of organizational change,and the need for employee support and behavior as a guarantee.This study attempts to build a relationship model between transformational leadership,psychological capital,and employees' change-supportive behaviors,promote the development of change-supportive behavior research,improve the company or organization to enhance employee change-supportive behavior,and promote the smooth progress of change to find better quality management method.This study firstly conducted a literature study on the related content of transformational leadership,psychological capital and change-supportive behavior,and summarized the concept definition,structural dimension division and measurement methods of each variable.On this basis,the theoretical concepts and related dimensions involved in the study are summarized.Secondly,based on the review of related literatures,research hypotheses are proposed and research models are constructed.The questionnaire survey method and statistical analysis methods are mainly used to finally derive the transformational leadership relevant conclusions that have a significant positive impact on psychological capital and employees' change-supportive behavior,and that psychological capital has a significant positive impact on employees' change-supportive behavior and play a partial intermediary role between transformational leadership and employees' change-supportive behavior;Thirdly,according to the analysis results,it puts forward the emphasis on the exploration and cultivation of transformational leadership,promotes the psychological capital of employees through scientific and rational management methods and training methods,promotes the generation of employees' change-supportive behavior,improves the enterprise or organizational system,and forms an effective management strategy to help organizations.Change to help companies better adapt to changing environments and grow and grow.Finally,the shortcomings of this research are summarized and the future research directions are prospected.The innovations of this research include: First,it enriches the research content of the antecedent variables of the change-supportive behavior,and the research results have important practical significance and application value,which is helpful to realize the expansion and innovation of relevant theoretical.Second,the new hotspots of human resource management research were selected,and the research on transformational leadership was carried out from a relatively new research perspective.At present,there is limited literature on the impact of transformational leadership on employees 'change-supportive behavior,so research topics will enrich relevant research results and provide a basis for guiding management practices.