Influence Of Perceived Justice In Performance Appraisal On Counterproductive Work Behavior Of New Generation Staff

In recent years,along with the continuous development of China's market economy and the deepening of the degree of marketization,the organization is facing increasingly heavy competitive pressure and increasingly complex competitive environment.In this environment,the requirements of employees' performance appraisal significantly improved,and to a certain extent,unfair performance appraisal induced counterproductive work behaviors such as passive sabotage,refusal to cooperate,especially for new generation staff that focus on fairness and contempt for authority.Therefore,it is of great theoretical and practical significance to study the relationship between perceived justice in performance appraisal and counterproductive work behaviors of new generation staff.Through theoretical review concerning perceived justice in performance appraisal?psychological contract violation and counterproductive work behavior,this paper analyzes the relationship among three variables,and puts forward the corresponding hypotheses according to the relevant literatures.Based on the perspective of psychological contract,taking performance appraisal feedback as the starting point,this paper constructs a theoretical model of the impact of perceived justice in performance appraisal on the counterproductive work behaviors of new generation staff.This paper analyzes the sample data of 258 new generation staff collected by questionnaires,and explores the nature and mechanism of the effect of perceived justice in performance appraisal on counterproductive work behaviors of new generation staff in China's organizational context.The empirical results show that the perceived justice in performance appraisal has a significant negative impact on counterproductive work behavior of new generation staff;perceived justice in performance appraisal has a significant negative impact on psychological contract violation;psychological contract violation has a significant positive impact on counterproductive work behavior;psychological contract violation plays a full mediating role in the impact of perceived justice in performance appraisal on counterproductive work behavior,that is,perceived justice in performance appraisal mainly affects counterproductive work behavior of new generation staff through psychological contract violation of this intermediary factor.Based on the above empirical study,this study further proposes the management suggestions to alleviate counterproductive work behaviors of new generation staff.First,pay attention to performance appraisal feedback of new generation staff,through the control of distribution results,improvement the assessment procedures,promotion the interactive communication to improve the fairness and justice of performance appraisal;Second,regularly carry out the satisfaction survey to improve the quality and level of the employment relationship between the organization and the new generation staff;Third,help new generation staff to release the work pressure,and face rationally performance appraisal requirements.Through the above suggestions,perceived injustice in performance appraisal and psychological contract violation of new generation staff will be reduced,and counterproductive work behaviors can be effectively reduced from the source.At the end of this paper,the limitations of this study and future prospects are also proposed.