Research On The Impact Of Planning Behavior On Employee Counterproductive Work Behavior

In recent years,with the rapid development of the economy,competition among enterprises has become increasingly fierce,and product and service renewal cycles have been shortening.The competitive external environment has placed new demands on companies to launch new products and services faster and more effectively than their competitors in order to capture the market and maintain their continued competitiveness.Accordingly,employees need to complete their tasks more efficiently,shorten the execution time of strategic objectives,and improve the quality of task completion.Planning behavior is the activity of setting goals,planning tasks,prioritizing task sequences,creating to-do lists and grouping tasks with the aim of using time effectively,and is an important guarantee and key to employees’ efficient task completion.Although the importance of planning behavior has been recognized in both the practice and research fields,companies and researchers are still focusing on the planning behavior of managers and less on the planning behavior of ordinary employees.In fact,only when every employee can plan task activities rationally and use time efficiently,can companies grow and prosper.Therefore,this study focuses on the impact of planning behavior on ordinary employees.Based on leadership member exchange theory and social comparison theory,this study constructs an explanatory mechanism and boundary conditions for the relationship between planning behavior and counterproductive behavior.Specifically,employees’ planning behavior had a disincentive effect on counterproductive behavior(hypothesis 1);Employees’ planning behavior helped increase affect-based trust(hypothesis 2a)and cognition-based trust(hypothesis 2b)from superiors;Affect-based trust(hypothesis 3a)and cognition-based trust(hypothesis 3b)from superiors mediated the relationship between employees’ planning behavior and counterproductive behavior respectively;Perceived organizational fairness positively moderated the relationship between superiors affect-based trust(Hypothesis 4a),cognition-based trust(Hypothesis 4b)and counterproductive behavior and moderated the mediating effects of affect-based trust(Hypothesis 5a)and cognition-based trust(Hypothesis5b).In this study,a total of 231 superior-subordinate paired data were collected by questionnaires,and the above hypotheses were tested with the help of data processing such as correlation analysis and regression analysis.The results showed that hypothesis 1,hypothesis2 a,hypothesis 2b,hypothesis 3a,hypothesis 3b,hypothesis 4a and hypothesis 4b were verified,while hypothesis 5a and hypothesis 5b were partially verified.This study enriches the research related to planned behavior,and the findings have some practical implications of theoretical significance.