The Study About The Relationship Between Employees Confucian Values, Job Satisfaction And Counter-productive Behavior

Staff management has been key areas of concern for human resources, according tothe learning of enterprise culture, enterprise desire the employees to play their dynamicconscious role, from the construction of rules at the beginning to the construction ofenterprise culture now. However, nearly all of the company are learning andimplementing the theory and practice of western, the results is less than expected.Meanwhile, the attitude and behavior are influenced by values, different value wouldlead to different judgment toward to the same thing, and job satisfaction is the typicalattitude of employee, which will affect the behavior of employees. The likelihood ofbehavior that is harmful to the organization and employees would increase when theirjob satisfaction is lower than their expectation, such as counter-productive behavior. Forpreventing and managing the counter-productive behavior much better, the article isgoing to study the relationship between the values of staff, job satisfaction and thecounter-productive behavior from the perspective of the Confucian values, consideringthe domination role in traditional Chinese cultural values, its stability and evolutionover time. On the basis of the theory above, the article give some proposals about themanagement of the counter-productive behavior and the construction of enterpriseculture.This paper studies following four questions: the relationship between Confucianvalues and job satisfaction, the relationship between the Confucian values and threekinds of the counter-productive behavior, the relationship between job satisfaction andthree kinds of the counter-productive behavior, and function of job satisfaction in therelation between Confucian values and three kinds of counter-productive behavior.Based on theory and empirical according to the effective survey data of170employees,the following conclusions:(1)Confucian values of staff has a significant positive prediction to job satisfaction.(2)Confucian values of staff has a significant negative prediction to the productivecounter-productive behavior, Confucian values of staff has a significant negativeprediction to the interpersonal aggression behavior, Confucian values of staff has anegative prediction to the property counter-productive behavior, but not obvious.(3)job satisfaction has a negative prediction to the productive counterproductivebehavior, has a negative prediction to the property counter-productive behavior, has anegative prediction to the interpersonal aggression behavior. (4)The job satisfaction plays an intermediary role in the relation between theConfucian values of staff and the productive counter-productive behavior, the jobsatisfaction plays an intermediary role in the relation between the Confucian values ofstaff and the interpersonal aggression behavior.The conclusions of this study have a certain role in enlightening the managementof the counter-productive behavior and the construction of corporate culture. Firstly,Confucian values should be institutionalized, to examine the effect of culturalconstruction, and making staff learn Confucian values much better, improving the imageof the company. Second, to manage the counter-productive behavior of staff, thecompany should take the combination of dredging and blocking, addressing the rootcauses that lead to the counter-productive behavior, according to the learning ofConfucian values, improving self-control awareness of staff to reduce probability of thecounter-productive behavior.