The Influencing Mechanism Of Organizational Justice On Guanxi Deviate Behavior

With the rapid development of technology,the globalization of the economy,the diversification of labor and the prevalence of individualistic values,workplace deviate behavior has become a common phenomenon in enterprises.Lawsuits,employee turnover,reduced productivity and negative public image of the company caused by workplace deviate behavior are enormous damages to others and organizations.Based on the general recognition of guanxi in Chinese cultural background,the existing research has proposed guanxi deviate behavior that is different from the traditional workplace deviate behavior.The occurrence of guanxi deviate behavior requires certain guanxi resources belongs to the behavioral subject or organization,Whether the traditional influence factors of workplace deviate behavior have the same impact on it also needs to be further verified.The concept of justice and fairness has always been crucial to our understanding of social phenomena from interpersonal relationships to economic transactions.The emergence of the new employment relationship has made employees in complex and rapidly changing organizations more sensitive to topics related to fairness and justice.Based on the theory of social exchange,establishing an equal exchange relationship between employees and organizations requires organizational justice.When the organization is unfair,the rupture of the original exchange relationship may cause employees to consider workplace deviate behavior as correction or retaliation for the unfair status of the organization.This study uses the perspective of social exchange theory to explain the influence of organizational justice on guanxi deviate behavior.Through the theory of planned behavior,behavioral attitude,subjective norm and perceived behavioral control are introduced as predictors of guanxi deviate behavior,and the author also analyzed the mediation of the three between organizational justice and guanxi deviate behavior.Firstly,through the combing and reading of relevant literatures at home and abroad,the author constructs the theoretical basis and literature review of this paper,and proposes a research hypothesis model.Secondly,the domestic and international maturity scales were selected as the measurement tools of this study.Through a questionnaire survey of 400 employees and 80 managers,373 valid samples were finally obtained.Finally,the statistical analysis software SPSS17.0 and Mplus6.12 are used for relevant empirical analysis,including reliability analysis,confirmatory factor analysis,homology error analysis,analysis of variance,descriptive statistical analysis,correlation analysis and mediation test.Among them,the mediation test uses a combination of hierarchical regression analysis and structural equation modeling.The results show that,organizational justice has a negative impact on the guanxi deviate behavior.The specific performance is that the organizational justice has no direct influence on the guanxi deviate behavior,but negatively influences it through the mediating role of subjective norm and perceived behavioral control.In addition,through the analysis of the difference in mediation effects,the mediating role of subjective norm and perceived behavioral control is not significantly different.In summary,this study mainly discusses the influencing mechanism of organizational justice on guanxi deviate behavior,and provides guidance for theoretical research and practical application.