The Study On The Effect Of Compensation Justice On Employees’ Counterproductive Work Behaviors

Effciencies and benefits are becoming more and more important with the rapid development of modern economy. However, Enterprise offen overlooks the importance of the personal negative thoughts, which leads to more counterproductive work behaviors. The emergence of counterproductive work behaviors has a negative influence on bankruptcy of enterprise or even socical trust problem. Consequently, more and more people are beginning to pay attention to the social harm of counterproductive work behaviors considering the problems covering from food and drug safety, to engineering quality etc. Seen from the angle, employee counterproductive work behaviors attract a lot of attention not only in the field of research, but also in the field of workplace. How to prevent counterproductive work behaviors effectively in the organizations seems to be more significant. What’s more, more attention shoule be paid to the factors influencing the counterproductive work behaviors of employees. To address this question, a moderated mediation model is built on employees’ counterproductive work behaviors based on the analysis of social Exchange Theory and Attack Transfer Theory. Specifically, our study examined the partial mediation effect of psychological contract violation on the relationship between compensation justice and employees’ counterproductive work behaviors. We also focused on the preceived job insecurity and predicted that it moderated the relationship between psychological contract violation and counterproductive work behaviors.We collected data from an eastern province of People’s Republic of China.450 survey questionnaires were distributed to the 15 compames located in Zhejiang, Jiangsu and Hebei Provinces, covering manufacturing, high technology, trade, etc. In the end,450 employees returned the questionnaires (response rate was 100%). After screening out the problematic cases, the final sample consists of 246 employees.78.5% were male,21.5% were female; the most had the diploma of junior college (89.8%). To examine the distinctiveness of the study variables, we conducted a confirmatory factor analysis by using AMOS 17.0. We also employed multiple regression analysis to test the mediating effect and employed total effect moderation model to examine the mediated moderation model by using SPSS 19.0.Based on the social Exchange Theory and Attack Transfer Theory, this study proposed and tested a moderated mediation model in which compensation justice influences employees’counterproductive work behaviors, with psychological contract violation as a mediator and preceived job insecurity as a moderator. The results showed that 1) compensation justice was negatively related to employees’counterproductive work behaviors; 2) psychological contract violation was positively related to employees’ counterproductive work behaviors; 3) psychological contract violation partially mediated the relationship between compensation justice and employees’counterproductive work behaviors; 4) preceived job insecurity moderated the relationship between psychological contract violation and employees’counterproductive work behaviors, that is the higher preceived job insecurity, the stronger the relationship;Our findings contribute to employees’counterproductive work behaviors literature. The research model explains the comprehensive mechanism between compensation justice and employees’counterproductive work behaviors from the perspective of psychological contract violation firstly, which broadens the boundary of researches on employees’ counterproductive work behaviors and provides a new theoretical support for the future study. By drawing on social Exchange Theory and Attack Transfer Theory, our study revealed the mediating role of psychological contract violation in the relationship between compensation justice and employees’ counterproductive work behaviors.In terms of practical implications, organizations should make efforts to promote employees’perceived compensation justice by communications, sharing critical information with employees and encouraging employees to take part in decision-making. Secondly, organization must pay attention to psychological contract. Simultaneously, organizations should create a positive and harmonious working environment for employees in order to improve employees’psychological contract. Finally, for the employees with high level of perceived job insecurity, organization should provide some skills training and be in their interactions with them to decrease their concern about job-losing.