The Relationship Of Management Style And China Customs Officers Silence Behavior Counterproductive Behavior And Workplace Bullying

Customs officers are an integral part of China’s civil service system. It can provide references for us to manage the customs scientifically if we know the relationship of the customs management style and the silence behavior of the customs officer, counterproductive behavior and workplace bullying.This research’s data gathered from customs officers from 21 subordinate customs in China with two investigations in a form of questionnaire surveys from total of 221 and 135 individuals respectively. After collecting the information, the data was analyzed by IBM SPSS 19.0. As the overall data was not normally distributed, so the correlation analysis of the relationship between variables was checked by using non-parametric tests, Spearman’s rank correlation coefficient measurements. And on the basis of the measurement, the cross-lagged correlation analysis was used. The results showed that management styles had significant correlation with customs officers silencing behavior, counter-productive behavior and workplace bullying. Cross-lagged analyzes showed that management style led to a silent behavior, counter-productive behavior and workplace bullying.The basic conclusion, the management style is affecting customs officials’ silence, counter-productive behavior and bullying in the workplace. Cross-lag study results show management style led to the Customs officers’ silence, counterproductive behavior and workplace bullying.The main innovations: First, to adjust management style to deal with how to handle and control the behavior of the customs of silence within the system, counter-productive behavior and workplace bullying; Second, using a cross-lagged correlation analysis is an innovative research methods.