The Empirical Research Of The Influence Of Employee Involvement On Counterproductive Work Behavior Of The New Generation Employees

Since the 1990 s,counterproductive work behaviors prevalent in various business organizations have attracted the attention of scholars and practitioners both at home and abroad.This kind of behaviors has brought potential and actual harm to the development of the organizations.How to reduce the emergence of counterproductive work behaviors has been a big problem faced by the managers.Many scholars have studied the antecedent variables of counterproductive work behaviors,but the effect of employee involvement has not been paid attention to.Scholars' research on employee's participation originated in the United Kingdom,which was the focus of domestic scholars as an integral part of democratic management.What is the effect of employee involvement on counterproductive work behaviors? Does the higher degree of participation perceived by employees,the less counterproductive work behaviors? Moreover,is the organizational identification one of the paths between employee involvement and counterproductive work behaviors? All of these are worthy to be explored.The new generation of employee group has become the subject of various business organizations,its behavioral features directly effects organizations' operation efficiency and development.Thus,based on the particularity and importance of the young staff,the paper takes the new generation of employee group as the object of the study and mainly discusses employee involvement's influences and mechanism of action on counterproductive work behaviors.Based on the social exchange theory and the social identity theory,and according to the related researches on employee involvement,organizational identification and counterproductive work behavior,this study constructs a research model of employee involvement-organizational identification –counterproductive work behavior.By theoretical and empirical research on three variables' relationship,as well as the relationship between the sub-dimensions,and then we can test the intermediary role of organizational identification.This study mainly uses literature review method,questionnaire survey method and empirical analysis method.In the measurement of anti-production behavior,this study uses projection method to avoid social desirability.Then the reclaimed data are analysed statistically.The main conclusions of this study are as follows:(1)employee involvement has a significant negative impact on counterproductive work behavior;(2)employee involvement has asignificant positive impact on organizational identification;(3)organizational identification has negative effects on counterproductive work behavior.;(4)Organizational identification plays a mediating role in the impact of employee participation on counterproductive work behavior.At the same time,the statistical results show that there are intermediary variables,which are complementary with the organizational identity,worth further exploration.According to the conclusions of this study,this paper puts forward the following suggestions for management reference:(1)managers should establish and improve employee involvement mechanism,in order to mobilize the enthusiasm and creativity of the new generation staff and to reduce the occurrence of anti-production behavior;(2)managers should pay more attention to the training of the new generation of employees' organizational identification,especially the belonging identification,by binding the organization to the new generation of employees in terms of long-term development,interests and others can effectively reduce the anti-production behavior;(3)organizations need innovative management,shape and nurture an excellent corporate culture,which aim to adapt to the personality characteristics and needs of young staff,as well as to increase its positive organizational citizenship behavior.