The Research On The Influence Mechanism Of Justice Perceptions On Workplace Deviance:

Justice and rightness is the ultimate pursue of mankind. Thought the knowledge have been accumulated abundantly since the originality of organizational justice, more inspiring questions worth to be discussed. During the period of transformation, China people are now suffered from various unfair issues. This dissertation settles to discuss the concept of organization justice as well as the mechanism of the influence of organization justice on workplace deviance, based on Chinese culture and the perceptive of employee affection.The dissertation can be divided into three parts, namely are literature review, empirical study and conclusion. In the literature review section, the relative theory, conception and previous studies have been concluded, including:the theory development, assessment of overall justice; The mechanisms of the effect of organizational justice on employee deviance behavior; the conception and relationship of organization and supervisor commitment; the multi-foci social exchange theory and related studies; as well as literatures and studies on workplace emotion and Chinese Traditionality.Based on literature review, three empirical studies have been introduced. In the study1, with the confirmatory factor analysis and average variance extracted analysis, the good convergent validity and discriminant validity of overall justice have been supported firstly. And then, with the dominance analysis, interpersonal justice have been identified to be the largest influencing factor on overall justice; with the variance analysis, difference of overall justice level between company type and development stage have been proved to be significant. In the last, the result of structured equation model showed that overall justice is the mediation between specific justice and outcomes.In the Study2, the concept of overall justice has been specified to overall organizational justice and overall supervisor justice. Based on multi-foci social exchange framework, this study discussed the relationship between specific justice, overall justice, affective commitment and deviance behavior, and two competing model of "target similarity effects" and "agent dominance models" have been examined in to sub studies. The result showed a mixed model.Study3aims to discuss and interpret the influence of the justice perception on employee deviance behavior from the affective perspective. The hypotheses were proposed based on the affective event theory framework, and that negative emotion is the mediation variable and self-esteem and traditionality may moderate the relationship. Data have been collected from341dyads of employees and their close coworkers. Results of Hierarchical Regression Modeling revealed that negative mediated the negative relation between both procedural and interpersonal justice and workplace deviance, In addition, results of total effect moderation model analysis suggested that traditionality significantly moderated the relationship between organizational injustice and workplace deviance. Specifically, the negative effect of organization justice was stronger when employees were less traditional people. With an integrative analysis of moderation and mediation indicated that, in line with the expectation, the traditionality significantly moderated the positive relation between negative emotion and deviance behavior, however non-significant moderation effect was found in the1st stage of mediation process. And self-esteem moderated the1st stage route.The final chapter concluded the major study findings, the theoretical and managerial implications of the findings, limitations, and future research directions were discussed as well.