Research On The Influence Mechanism Of Fairness Perceptions In Performance Appraisal On Counterproductive Work Behavior

In recent years, counterproductive work behavior (CWB) was so prevalent in workplace, and becoming a serious problem to resolve for the modern organizations. Like the other behaviors, CWB will not occur by accident, contextual variables promoting and the motivations which been triggered by these variables are preconditions of CWB. As an important management tool, performance appraisal maybe has an "add fuel to the fire" on CWB. However, performance appraisal is neutral in itself, the experiences and perceptions in performance appraisal are key points that can influence employees' job attitudes and behaviors, and fairness perceptions in performance appraisal is very important among these experiences. At present, China is during the social transformation, and unfairness perceptions in performance appraisal are so common in organization. In that way, we want to know whether when individuals perception unfairness in performance appraisal, they will committ CWB? If it is true, what are the influence mechanisms behind them? In order to answer these questions, this paper will research the influence mechanism of fairness perceptions in performance appraisal on CWB systemic, and put forwards some suggestions for managing CWB.This paper just focus on four problems:The relationship between fairness perceptions in performance appraisal and CWB, the relationship between CWB mitivations and CWB, whether CWB motivations have the mediating effect between fairness perceptions in performance appraisal and CWB, and what are boundary conditions about these relationships? We get several conclusions based on theory analysis and emprical test on 475 validly samples.(1) Fairness perceptions in performance appraisal have significant effects on CWB. Distributive fairness perception in performance appraisal has a significant negative influence on prodution CWB and property CWB, interactional fairness perception in performance appraisal has a significant negative effect on prodution CWB, property CWB, and personal aggression, procedural fairness perception in performance appraisal has a negative effect on prodution CWB and property CWB but not significant. Interactional fairness perception in performance appraisal has greatest effect on CWB, then distributive fairness, and procedural fairness at last.(2) CWB motivations have significant effects on CWB. Expressive motivation has a significant positive effect on prodution CWB, property CWB, and personal aggression respectively. Instrumental motivation also has a significant positive effect on prodution CWB, property CWB, and personal aggression respectively. Expressive motivation and instrumental motivation has an interactive effect on prodution CWB and property CWB, but the interactive effect on personal aggression is not significant.(3) CWB motivations have the mediating effect between fairness perceptions in performance appraisal and CWB. Expressive motivation and instrumental motivation has a full mediating effect between fairness perception in performance appraisal and prodution CWB respectively, they also have a partial mediating effect between fairness perceptions in performance appraisal and property CWB, and a partial mediating effect between fairness perceptions in performance appraisal and prodution CWB, property CWB, and personal aggression. Expressive motivation proclaims the affective mechanism that fairness perceptions in performance appraisal influence CWB, and instrumental motivation means the cognitive mechanism that fairness perceptions in performance appraisal influence CWB.(4) Procedural fairness, interactional fairness perception in performance appraisal has a moderating effect on the relationship between distributive fairness and CWB motivation, and self-control has a direct effect on CWB, and a moderating effect on the relationship between CWB motivation and CWB. Fairness perceptions in performance appraisal have a significant effect on CWB motivations, and interactional fairness has greatest effect, then distributive fairness, and procedural fairness at last. Procedural fairness, interactional fairness has a positive moderating effect on the relationship between distributive fairness and expressive motivation. Self-control has a significant direct negative effect on CWB, and it also has a negative moderating effect on the relationship between CWB motivation and prodution CWB and property CWB, but not personal aggression.This paper has some suggestions for managing CWB. First, organizations must ensure fairness when conducting performance appraisal, and especially pay great attention to interactional fairness in China. Second, managers should distinguish CWB motivations, and clearly know that different CWBs have different motivations. At last, organizations should adopt "steming","dredping" separating tactics, and also pay equal attention to them to managing CWB.Finally, the main conclusions were summarized and discussed, and the research limitations and future directions were also put forwarded.