Study On The Relationship Between Differential Leadership And Counterproductive Work Behavior

In view of the harm and universality of counterproductive work behavior, more and more scholars and entrepreneurs began to pay attention to and study this extra role behavior. Research on the cause of employee’ CWB, and thereby propose corresponding solution is the problems that researchers focus on. However, compared with foreign research results, research on CWB under the background of Chinese culture is still lacking and as an important trigger for CWB, leadership also need continuous expansion. China is currently in a period of economic transformation, in such a situation, counter productive behavior is more worthy of being explored.This paper focuses on the study of CWB, and mainly focus on the relationship between difference leadership behavior and CWB. First of all, on the basis of the theoretical analysis and the literature review construct the research model, and proposes 19 hypothesis about the effect of difference leadership on CWB, the intermediary role of interactive justice and the regulation role of power distance.Secondly, through the definition of variables, questionnaire design, presurvey, determine the formal questionnaire, and collected 451 valid formal sample data. This paper gets descriptive statistical results of the demographic characteristics and survey items, reliability and validity test results, and correlation analysis results and hypothesis testing by using SPSS19.0 to do empirical analysis. The results show that differential tolerance has significant positive effects on both organizational deviance and interpersonal deviance. Differential caring has no significant influence on organizational deviance, but has a significant negative effect on interpersonal deviance behavior. Differential award has no significant impact on both organizational deviance behavior and interpersonal deviance behavior. Power distance makes negative regulationon the relationship between interactive justice and CWB. Interactive justice under the regulation of power distance has no mediating role between differential leadership and CWB, However has partial mediating effect between differential leadership and interpersonal deviance under conditions of high power distance.According to the above conclusions, this study proposed strategies and suggestions to reduce employee counterproductive behavior, respectively from the perspective of organization and management. Finally, this paper pointed out the limitations of this study, and makes a prospect to the future research direction.