Effect Of Hotel Organizational Climate And Employee Counterproductive Work Behavior On Work Performance

In recent years,more and more scholars have carried out relevant research on counterproductive work behavior.Counterproductive work behavior refers to negative behaviors taken place in workplace,such as,anger,retaliation or revenge,impolite behaviors,embezzlement and bribe-taking behaviors and others.It exist universally in the organization,and cause the organization and its members' intersest damaged.Moreover,as labor-intensive industry,hospitality industry set a low standard for the empoyee's quality,and the educational level of the staff is relatively low compared with other industries.Meanwhile,workload in hospitality industry is heavy,staff working there have to experiennce 24-hour shift,day and night upside down,in face of such huge work pressure,some of them easily resorting to taking bad and negative counterproductive work behaviors to vent.In view of this,exploring the occurrence mechanism of counterproductive work behavior in hospitality industry,and taking positive measures to prevent and control it will make great significance.Through the literature combing,this paper selected perceived organizational climate of employees in the hospitality industry as the independent variable,counterproductive work behavior as mediator,work performance as the dependent variable,and leader-member exchange reflecting the interactive quality between supervisor and its subordinates as moderator,to build a moderated mediation model,exploring the mechanisms driving counterproductive work behavior in hospitality industry.The questionnaire survey on employees in hospitality industry was carried out.Using SPSS 22.0 and AMOS 21.0,the writer made correlation analysis,confirmatory factor analysis and hierarchical regression analysis on sample data to test the moderated mediation model.The main conclusions were as follows:(1)The correlation analysis results showed that degree of correlation between organizational climate's three dimensions and work performance from high to low in turn is personal development,emotional warmth,management and system;(2)The negative influence of the organizational climate on the organizational counterproductive work behavior is stronger than interpersonal counterproductive work behavior;(3)The negative influence of the interpersonal counterproductive work behavior on work performance is stronger than organizaitonal counterproductive work behavior;(4)By caculation,this article found that ratio between mediating effect and direct effect is 2/5.Organizational counterproductive work behavior conveyed more mediating effect comparing to interpersonal counterproductive work behavior,the ratio is 8/5;(5)The effect towards counterproductive work behavior and work performance,leader-member exchange occupied more impact than organizational climate;(6)Through the moderating effect test,the writer also found that leader-member exchange moderated the first and second half path of mediation process between organizational climate and work performance.And the mediation effect and leader-member exchange presentsed quadratic function relation."The moon waxes only to wane;water brims only to overflow.”The supervisor had better keep the relationship with its subordinates within a resonable range.Too good or too bad both are unfavorable to the employee's job performance.Finally,according to the reaearch conclusion,this paper put forward the corresponding management suggestions,and pointed out the research innovation,the deficiency and the future research prospect.