An Empirical Research On The Relationship Between Organizational Justice, Emotional Exhaustion And Employees’ CWB

With the rapid development of the global economy, increasingly fierce competition between enterprises, many problems have exposed within the enterprise, in which employees of CWB is one of the most serious problems. Different from organizational citizenship behaviors, CWB may result in loss of disruptive behavior, which if not controlled, the consequences will be very serious, even a threat to the healthy development of enterprises. CWB is affected by various factors, in which organizational justice and emotional exhaustion are two important antecedents. Foreign scholars have conducted a number of studies about these variables. However, studies of the relationship among the three variables are very limited. Therefore, the objective of this study is to reveal the mechanisms of emotional exhaustion and organizational justice onto counterproductive work behavior by in-depth analysis of the relationship the three variables, and finally play a role for enterprise management.This paper includes introduction, literature review, analysis and conclusions and inspiration into four parts. The first part contains background and significance of the research, research methods, contents and framework, as well as innovation points. The second part is a literature review of relevant theory of counterproductive work behavior, organizational fairness, and emotional exhaustion from the definition of the concept, structure, dimensions, and cause and result variables. The third part is to make assumptions and conceptual model, and describes the scale of the questionnaire selection and data collection, and finally uses some statistical methods and statistical analysis software to analyze sample data to verify the hypothesis. The forth part is to discuss and explain the findings, and proposes the corresponding management implications.By hypothesis testing, several conclusions could be drawn as follows parts:In the first place, organizational justice and its three dimensions have a significant negative effect on CWB and its three dimensions, while interactive fair has the most significant influence on organizational deviance. In the second place, emotional exhaustion has a significant positive effect on CWB and its two dimensions have, while emotional exhaustion has the larger influence on organizational deviance than interpersonal deviance. In the third place, organizational justice and its three dimensions have a significant negative effect on emotional exhaustion, while interactive fair has the most significant influence. At last, emotional exhaustion plays part of mediating role between organizational justice and CWB, and the partial mediating role also exists between the detail dimensions of organizational justice and CWB. Finally, through the analysis and discussion of the results, from the perspective of organizational justice and emotional exhaustion, this paper will put forward suggestions to reduce and control CWB.This paper has two innovations:First, this paper reveals the relationship between organizational justice and CWB, finds that emotional exhaustion has a mediating role between organizational justice and CWB. Among them, there is a negative correlation between the various dimensions of organizational justice and CWB, while emotional exhaustion plays part of mediating role between organizational justice and CWB. Second, this paper take the emotional exhaustion as intermediary variable, finds the effects of organizational justice on emotional exhaustion, and the influence of emotional exhaustion on staff to implement CWB. The research results will help organizational members identify root cause of the implementation of CWB of staff, and make some measures to prevent and reduce these counterproductive behaviors.However, this article still has the following disadvantages:(1) this research has sent both online questionnaires and paper questionnaires. But online survey has many limitations. As the online questionnaires are mainly sent to classmates and friends, this will inevitably result in geographical limitations. Thus, geographic representation of the final samples needs to be tested. Therefore, whether this paper could result in a nationwide promotion needs further validation in follow-up studies.(2) The option of the scale of counterproductive work behavior has certain limitations. The scale of CWB selected in this paper is a self-reported scale, but the problem is, CWB as a kind of negative behavior, not accepted by the code of ethics and conduct, so that even if someone had a CWB, then they will also be based on social preferences to avoid or hide to give the true answer. So, using samples of self-report scale data have certain limitations.(3) The use of organizational justice, emotional exhaustion and CWB scales are all maturity scales of studies abroad, while the object of this study is mainly domestic employees. Therefore, whether we can fully apply these scales for Chinese context research of organizational justice, emotional exhaustion and CWB also needs further validation.