Abstract Promoted by Internet thinking and technologies, the status of employees has been improved unprecedentedly. The reform of e-HRM fully stimulates employee’s subjective function of value creation, and help enterprises win the competitive advantage of the Internet age. With the reference of the three phases of sense-making, i.e. attending to event, discovering meaning, and guiding behaviors, and from the perspective of employee’s perception of e-HRM change, this study is intended to analyze the formation of employee’s change-supportive behavior, and demonstrate how the strategic function of e-HRM is reflected in employee’s thinking and behavior. A paired questionnaire survey of 728 employees and their supervisors reveals that: (1) the perception of e-HRM change motivates employees to make corresponding changes; (2) the motivation of employee’s change-supportive behavior is partly conveyed through the importance evaluation of employee; (3) IT self-efficacy has a positive moderating effect on employee’s sense-meaning.
LI Jin,QIN Weiping,ZHOU Lulu. Research on the Effect of Perceived Electronic Human Resource Management Change on Employee’s Change-Supportive Behavior[J]. Chinese Journal of Management, 2020, 17(6): 852-.
