Abstract: Sustained organizational change has become normal practice in the digital and intelligent era. Nevertheless, existing research on Change-Oriented Human Resource Management (COHRM) mostly remains at the conceptual discussion stage. Systematic research grounded in the Chinese local context with clear theoretical frameworks and rigorous measurement approaches is scarce, leaving empirical studies in this field trapped in dual dilemmas of ambiguous constructs and insufficient measurement instruments for a long time. Unlike prior studies that simply adopt Western scales mechanically or adopt a single functional perspective, this study is rooted in the unique context of transitional enterprises in China. Integrating the dynamic capabilities view and complex adaptive system theory, this study conceptualizes COHRM as a core management system driving organizational adaptability. Following the dynamic logic of “sensing-seizing-transforming”, COHRM is decomposed into six coordinated practice dimensions: sensing-oriented human resource planning, seizing-oriented talent allocation, empowering training and development, agile performance management, incentive-oriented compensation and benefits, and resilient labor relations management.In strict accordance with standardized scale development procedures, a theoretical model is established through grounded analysis of multi-source qualitative data collected from 60 transitional enterprises. A six-dimensional measurement scale consisting of 20 items is developed and validated via empirical surveys, which demonstrates satisfactory reliability, convergent validity and discriminant validity. Additional predictive validity tests verify that scale scores exert a significantly positive predictive effect on employees’ change-supporting behaviors. From a systematic synergy perspective, this study enriches the theoretical connotation of COHRM and breaks away from the superficial “change-oriented modification” of traditional HR functions. It provides a reliable and valid localized measurement tool for relevant empirical research within the Chinese context, delivering both theoretical innovations and practical implications.

Key words: change-oriented human resource management, dynamic capabilities, scale development, systematic synergy, localized research