Research On The Relationship Between Organizational Justice And Counterproductive Work Behavior Of The New Generation Staff

In recent years, more and more researchers and managers pay great attention to the study ofcounterproductive work behavior (CWB) which refers to employees deliberately take workagainst the interests of the organization and has a great negative impact on organizationalperformance. This behavior is so prevalent in workplace, and becoming a serious problem toresolve for the modern organizations.New generation employees have gradually become themain force and play a more and more important role in the workplace. Their counterproductivebehaviors may cause more serious results. So it is necessary for us to make a deep research aboutthe counterproductive work behavior of new generation employees.Some researchers proposed that the perception of organization justice and of a series ofemployee psychological reactions is one of the main factors to affect the counterproductive workbehavior. Therefore, this paper studied the relationship between organization justice andcounterproductive work behavior at the base of related literature,Therefore, in order to enrich theexisting theories and to provide guidance for the management practice, this paper does empiricalresearch on the relationship between organization justice and counterproductive work behavior.Italso studies the intermediary role of affective commitment and the moderating effect of Chinesemodernity in China.This paper puts forward the research hypothesis and theoretical model on the basis ofreviewing related literature and theories about the research variables. We use the mainstreamscales which are widely used by domestic and foreign scholars for this survey. The samples comefrom Jiangsu, Shandong, Hebei and other places.According to the preliminary research, werevised the original questionnaires. The date,which was collected in formal research, was usedfor exploratory factor analysis, correlation analysis and multiple regression analysis.According to the analysis results,the conclusions of this paper are as follows:(1)Theperception of organization justice has a significant positive correlation with employee’s affectivecommitment.(2)Employees’ affective commitment and counterproductive work behavior has asignificant positive correlation.(3) Organization justice and counterproductive work behavior hasa significant negative correlation.(4) Employees’ affective commitment played the part of themediating role in the relationship between organizational justice and counterproductivebehavior.(5) Employees’ Chinese modernity played the part of the moderating role in therelationship between organizational justice and counterproductive behavior.Based on the results, this paper shows that we can reduce the counterproductive behaviorsby strengthen the sense of organization justice,enhancing affective commitment and so on.Finally this paper illustrates the limitations and discusses the direction of future research.