Research On The Relationship Of Knowledge Worker’s Work Satisfaction, Loyalty And Counterproductive Work Behavior

In the1980s, psychology and organizational Behavior experts focused on the positive aspect of organizational citizenship Behavior, OCB. On the one hand, they did research on the influence and dependent variable of Enterprise Performance. On the other hand, did research on stimulating employees to encourage them to work harder. However, after deeply research on the positive affects of OCB, the researcher found that each organization will inevitably encounter employee counterproductive work behavior. Then, more and more famous scholars began to focus on the content of employee counterproductive behavior which on the background from the modern organization perspective and employee counterproductive behavior had become the third largest organizational behavior on research direction. Though the relationship among employee counterproductive behavior, job satisfaction and loyalty has made fruitful achievements in foreign countries, but very little to do on domestic background.Based on the related literature summarize of both domestic and abroad, the thesis deeply does the research on the relationship among knowledge worker’s job satisfaction, loyalty and their mutual influence. At the same time, do exploratory research on domestic knowledge workers about their counterproductive work behavior which included its related connotation and the relationship between the three factors. We build theory model first and use questionnaire survey method to collect220research data which include demographic and histological factors. Our object is knowledge workers who work in mainland China enterprise. Then, the questionnaires are used reliability analysis and validity analysis to test scales, and fixed scale, finally use AMOS structure equation model to research whether hypotheses are verified. The innovations of this thesis are that for the first time, the relationship between the three factors are researched on the domestic economic background, and at the same time, tight combination of human resource work actual situation. Finally, we draw the following conclusions:Conclusion one:Knowledge employee job satisfaction is divided into three dimensions:health care satisfaction, incentive satisfaction, harmonious satisfaction; The knowledge employee loyalty is divided into three dimensions:organizational loyalty, professional loyalty, enterprise loyalty; Knowledge worker’s counterproductive work behavior is divided into four dimensions:interpersonal attacking, team damaging, working distance, active avoidant. Conclusion two:For different demographic variables of variance analysis results show that:in addition to the gender, marriage, other variables, such as work age, education level, the company properties, etc. All have no significant difference on counterproductive behavior.Conclusion three:After using correlation analysis and AMOS structural equation model, we find the knowledge employee’s job satisfaction and its each dimension are negatively related to counterproductive work behavior.Conclusion four:After using correlation analysis and AMOS structural equation model, we find the knowledge employee’s loyaty and its each dimension are negatively related to counterproductive work behavior.Conclusion five:After using AMOS structural equation model, we find the knowledge employee’s job satisfaction and loyalty are highly related relationship, rather than recurrence relations.Conclusion six:After using AMOS structural equation model, Knowledge worker’s job satisfaction can predict more counterproductive work behaviors than loyalty.