中文摘要：

本研究在整合心理资本理论与相关理论的基础上，通过对302位华南地区企业员工两阶段的问卷调查，考察了变革开放性在心理资本与变革支持行为关系中的中介作用以及工作自主性对该关系的调节作用。数据分析结果表明：（1）员工心理资本显著正向影响变革开放性和变革支持行为；（2）变革开放性在心理资本和变革支持行为的关系中起到部分中介作用；（3）工作自主性在变革开放性与变革支持行为的关系中起着正向调节作用。

英文摘要：

Given the intense competition and the unpredictable change in the business world, increasing number of organizations realize that it is important to encourage employees to take active part in the process of enterprise reform. Extant studies have recognized that some systematic level reasons can promote employees＇ pro-change behavior, but few of these studies have examined the effects from the perspective of employees＇ cognitive and affective dimensions. This paper proposed and tested a moderated model in which psychological capital influences pro-change behavior based on the positive psychology theory and the planned behavior theory, with openness to change as a mediator based on the cogn/tive-affective system theory of personality （CAPS）, and work autonomy as a moderator based on the conservation ofresourco theory Data was collected from 302 employees of companies located in Guangdong Province through two stages in order to reduce the effect of common method bias. In the first stage employees responded to survey questions about psychological capital and work autonomy; 6 months later they answered questions about openness to change and pro-change behaviors. The Cronbach＇s alpha coefficients for the above measures were from .740 to .902, showing good reliability. Correlation analysis and hierarchical regression modeling were used to test the hypotheses proposed. In line with hypotheses, regression results revealed that： （1） Psychological capital has significant positive effects on pro-change behavior （fl = .324, p 〈 .001 ）; （2） Openness to change partly mediates the influence of psychological capital on pro-change behavior （fl = .214, p 〈 .001）; （3） Work autonomy moderates the influence of openness to change on pro-change behavior 03 = .109,p 〈 .01）. After this we drew an interaction graph which further confirmed the moderate effect of work autonomy on the relationship between openness to change and pro-change behavior. The current study has con~boted to the literature in