Investigating the Effect of Perceived Strengths of the Human Resources System in the Organization on Support of Change by Employees with the Mediating Role of Accepting and Reactions to Change and Moderator Role of Genuine Leadership

Leading research has been conducted to investigate the effect of perceived strengths of the human resources system in the organization on employees' reactions to change. In terms of nature and method, the research is a descriptive-survey research and has been conducted with an applied purpose. The data collection tool is a questionnaire that measures the perceived strengths of the human resource system from the Alfs et al. (2019) questionnaire, readiness for organizational change from the Holt et al. (2007) questionnaire, and assessing genuine leadership from the Valomboa et al. (2010) questionnaire was used. Content-face validity was reviewed and confirmed by experts and construct validity was confirmed by confirmatory factor analysis. Convergent validity for variables greater than 0.525 was obtained. Cronbach's alpha coefficient of perceived strengths questionnaires was calculated to be 0.870. The results of this study showed that the perceived strengths of the human resources system have a positive and direct effect on acceptance, readiness and support for change by employees. Also, acceptance of change and readiness for change by employees mediate the relationship between perceived strengths of human resource system and change support behavior, and finally the original leadership of the organization does not moderate the relationship between perceived strengths of human resource system and change support behavior by employees.