Research Of Relationship Between Managers' Cpm Leadership And Employees' Counterproductive Work Behavior: The Moderating Role Of Work Value

In recent society,counterproductive work behavior(CWB)prevails in all kinds of organizations.And CWB happens frequently which has been the focus of common concern of scholars and managers.As the name implies,CWB is different from the positive behavior such as organizational citizenship behavior.It often has a negative impact on the production and operation within the organization.In severe cases,it can even cause irreparable harm to the entire organization and even to society.Considering the universality and negativeness of CWB,it has become a serious challenge to the current organizational behavior management.At present,the study on leadership style and CWB is not uncommon in the academic field,but most of the leadership styles are limited to the western leadership style,and there are few studies on the influence mechanism of China's localized leadership style on CWB.In recent years,research on work values and employees' production behavior has become more and more mature.However,the model of moderating variables into CWB is less involved.This paper chooses China's local leadership CPM leadership as the antecedent variable and the employee's work values as the moderating variable to study the impact on CWB,which is of great significance.In my paper,firstly,I reviewed systematically the relevant literature of CPM leadership behavior(character performance maintenance theory),CWB and work values and determined the relevant dimensions of each variable,and then built a research model to explore how CPM leaders in the enterprise affect employees' CWB and test the moderating effect of work value.Then based on the maturity scale,I developed the questionnaire and made some assumptions.A total of 233 questionnaires were collected,of which 205 were valid questionnaires.Based on this,an empirical study was conducted using SPSS 20.0,and the hypotheses were tested and analyzed to put forward corresponding management suggestions.The main conclusions are:(1)There are significant differences in CWB with different length of employment.There are no significant differences in CWB of different gender,age education or position.(2)C(Character),P(Performance),M(Maintenance)all have significant negative influence on CWB(3)Comfort and safety work values play a moderating role in the relationship between M and CWB.When comfort and safety work values are high,the impact of M on CWB is significantly greater than when comfort and safety work values are low;Ability and growth work values play a moderating role in the relationship between P and CWB.When ability and growth work values are high,the impact of P on CWB is significantly higher than when ability and growth work values are low;Ability and growth work values play a moderating role in the relationship between M and CWB.When ability and growth work values are high,the impact of M on CWB is significantly higher than when ability and growth work values are low;Independent and status work values play a moderating role in the relationship between P and CWB.When independent and status work values are high,the impact of P on CWB is significantly higher than when independent and status work values are low;Independent and status work values play a moderating role in the relationship between M and CWB.When independent and status work values are high,the impact of M on CWB is significantly higher than when independent and status work values are low.Based on the above research conclusions,suggestions are as follows:in the selection and assessment of leadership,enterprises should stick to the idea of "having both ability and political integrity".And enterprises can develop managers' leadership by cultivating the moral character,achieving the goal and maintaining the team so as to improve the management and restrain or reduce the occurrence of counterproductive work behavior;Enterprises should strengthen personnel screening to prevent people who have CWB tendency from joining the organization and do not forget to pay attention to the differences of employees' work values.And then enterprises should strengthen psychological training and construction of employees;Enterprises should pay attention to employees' work values,satisfy employees' demands for comfort and safety,ability and growth,independence and status.