Research On Relationship Among Organizational Justice, Perceived Organizational Support And Counterproctive Work Behavior

In recent years, counterproductive work behavior is a new hot research issue of the fieldof organization and management.They are potential, spontaneous behavior, which damage theinterests of the organizations and their members, and are increasingly serious losses andhazards for enterprise organization. Abroad, many studies have shown that: the perception oforganizational justice and perceived organizational support are two important influencingvariables to counterproductive work behavior. However, as the counterproductive workbehavior had been extent influenced by our culture, the existing research results of the Westcould not be directly shifted to the business organization of our Chinese firm. Therefore, thisstudy aims to explore the relationship of organizational justice, perceived organizationalsupport and counterproductive work behavior under Chinese culture, in order to betterunderstand the factors and mechanisms of action of counterproductive work behavior of theChinese enterprise organization employees, in order to provide a theoretical basis for themanagement decisions of the business organization.This study combines a theoretical and empirical research, including literature review,theoretical analysis, questionnaires, and statistical analysis. Mainly related literature andtheories refer to organizational justice, perceived organizational support, counterproductivework behavior. Based on previous literature theory, this paper study the relationship amongorganizational justice, perceived organizational support and counterproductive work behavior,and build the relationship model among before the three variables, In the model, theorganizational justice and its dimensions were the independent variables, perceivedorganizational support is as mediating variables, counterproductive work behavior and its twodimensions as the dependent variable. In the last，this paper put forward three mainhypotheses and the11sub-hypothesis.By hypothesis testing, we can draw two main conclusions. In the first place,organizational justice and perceived organizational support a significant negative impact ofcounterproductive work behavior. In the second place, between organizational justice andcounterproductive work behavior, Organizational justice and counterproductive workbehavior between perceived organizational support did not fully play the role of mediatingvariables, but if refined to the relationship between the various dimensions of organizationaljustice and counterproductive work behavior, perceived organizational support partly play therole of mediating variables. Meanwhile, this paper give a comprehensive analysis anddiscussion for the results, and put forward a proposal to control the behavior of the counterproductive work behavior, as follows that, Are to establish scientific and standardizedperformance evaluation and salary system, strengthen the organization and communication,and increase the support of the organization of employees, building organizational justiceand perceived organizational support building of enterprise culture.