MANAGEMENT PRACTICES, WELL-BEING AND SUPPORTIVE BEHAVIOR

ABSTRACT Purpose: The aim of this paper was to evaluate the influence of change management practices, reasons to change and anticipated benefits on well-being and change-supportive behavior. Originality/value: The theoretical contribution of this study is giving support to measure management interventions and measuring the meanings individuals attribute to the process of change. Design/methodology/approach: The study included 255 employees from a Brazilian holding company that offers road transportation, charter, and logistics services in three Brazilian states. The following measures were used: Change Management Practice Scale, Scale of Reasons and Benefits for Change, Change-Supportive Behavior Scale, and Well-Being at Work Scale. The instruments were applied to professionals and managers to evaluate the proposed measures considering the undergoing process of organizational change. The sample data were submitted to exploratory factor analysis (EFA) and Confirmatory Factor Analysis (CFA) of the instruments, as well as mediation analysis and Structural Equation Modeling to test the hypotheses. Findings: The study results indicate that change management practices positively affect both supportive behaviors and workers’ well-being. A differentiated effect of perceived organizational reasons and perceived benefits on supportive behaviors and well-being at work was also identified.

摘要
研究目的：本文旨在评估变革管理实践、变革动因与预期收益对员工福祉及变革支持行为的影响。
原创性/价值：本研究的理论贡献在于为管理干预措施的量化评估，以及个体对变革过程所赋予的意义的测量提供了支撑。
研究设计与方法：本研究的样本来自一家在巴西三个州开展道路运输、包机及物流服务的控股企业，共纳入255名员工。研究采用了以下测评工具：变革管理实践量表（Change Management Practice Scale）、变革动因与收益量表（Scale of Reasons and Benefits for Change）、变革支持行为量表（Change-Supportive Behavior Scale）以及工作幸福感量表（Well-Being at Work Scale）。研究向专业人员与管理人员施测上述工具，以评估当前正在进行的组织变革进程中所提出的各测评维度。样本数据通过探索性因子分析（EFA）与验证性因子分析（CFA）对测评工具进行信效度检验，同时采用中介分析与结构方程模型（Structural Equation Modeling）对研究假设进行验证。
研究结果：本研究结果显示，变革管理实践对员工的变革支持行为与工作福祉均具有显著正向影响。此外，研究还发现，个体感知到的组织变革动因与感知到的变革收益，对员工的变革支持行为及工作福祉存在差异化影响。