Leadership Management?employee Characteristics And Change-supportive Behavior

At present,China is facing the challenge of economic and social transformation.Both small and medium-sized enterprises and large enterprises need to achieve successful transformation through appropriate reform.The success of organizational change is closely related to the individual behavior of employees,namely employees' change-supportive behavior.So,How to motivate employees to generate this behavior?This is a question worth studying.Change-supportive behavior as an act of off-role has high requirements for employees' own quality and leadership support.In reality,enterprises often start from two aspects: selection of new employees and leadership management.On the one hand,focusing on finding employees who may have the knowledge,skills,abilities which may generate employee's change-supportive behavior,or focusing on finding employees who may apply to the ongoing change.However,how to measure employee's knowledge,skills,abilities and other individual differences in recruitment is becoming a difficult point in theory and practice.On the other hand,leader as an important person in a business or organization can have an important influence on employees' psychology and behavior.Therefore,it is possible to promote the success of organizational change and realize the successful transformation of the organization through proper leadership management that may motivate existing employees to generate change-supportive behavior.So,it is valuable and feasible to discuss the generation mechanism of change-supportive behavior in terms of employee characteristics which is the quality of employee.and external support which comes from leadership management.To this,this article is based on the theory of self-concept,the theory of behavioral reasoning and the theory of resource conservation to study the mechanism of employee's change-supportive behavior,hoping find out the following problems through research:(1)The direct effect of employee's applicability,employee's KSAOs,charismatic leadership on employee's change-supportive behavior(2)the intermediary role of employees' openness to change.In this paper,qualitative research and quantitative research are combined tostudy the problem of how employee's change-supportive behavior is generated.By combing relevant literatures,a theoretical hypothesis model is proposed.In the aspect of data collection,the self-assessment data of 160 employees are first obtained,including the variables of charismatic leadership,employees' openness to change,employee's change-supportive behavior;Then,drawing lessons from the latest practice abroad to measure individual differences,which is using social media information from 160 employees to measure their scores in KSAOs and other areas,that is,HR evaluate employee's applicability and employee's KSAOs based on what the employee posted on social media,and then the data is paired and the regression model is established,finally,the Mplus6.12 software was used for statistical analysis The research results show: the relationship between charismatic leadership and employee's change-supportive behavior is significant and positive.the relationship between employee's openness to change and employee's change-supportive behavior is significant and positive;the employees' openness to change is an intermediary between charismatic leadership and employee's change-supportive behavior;the employee's applicability and employee's KSAOs have no significant predictive effect on employee's change-supportive behavior;but employee's applicability and employee's KSAOs have a significant effect on the employee's openness to change;the intermediary role of employee's openness to change between employee's applicability and employee's change-supportive behavior is significant;but the intermediary role of employee's openness to change between employee's KSAOs and employee's change-supportive behavior is not significant.The research results further enrich the theoretical system of employee's change-supportive behavior and the theory of talent assessment in China.In practice,it is suggest that leader of the enterprise should focus on self-cultivation and build the style of the charismatic leadership;and human resource manager should pay attention to the characteristics of employees or job seekers,especially in the aspect of recruitment,pay attention to the knowledge,skills and abilities of employees.