Research On The Factors Affecting The Anti-production Behavior Of The Staff Of Hegang Group Limited Company

As a labor-intensive enterprise,the behavior change of employees has important practical value for the improvement and stable development of enterprise performance.In recent years,with the development of enterprises,the types of employees’ anti production behavior are increasing,and accidents happen frequently,which makes employees’ anti production behavior gradually become an important research topic in management practice and academia.This paper takes Hegang Group Co.,Ltd.as an example,starting from three factors of organizational atmosphere,leadership style and employees’ perception of fairness in performance appraisal,studies its influence mechanism on employees’ anti production behavior of Hegang,and then provides theoretical basis and practical basis for ensuring the healthy development of Hegang and weakening employees’ anti production behavior.First of all,starting from the anti production behavior of employees,based on the current relevant literature,this paper reviews the concept,development,composition and measurement of the anti production behavior of employees,as well as the main influencing factors,including organizational atmosphere,leadership style,employees’perception of fairness in performance appraisal,etc.,and makes a brief review;based on the current literature review,this paper puts forward the concept,structure and measurement of the anti production behavior of employees The main research contents and ideas of the subject.Then,it describes the main theories used in this topic,including equity theory,social exchange theory,stakeholder theory and so on.Then,the development of Hegang company is introduced briefly.On the basis of the above related theories,the relationship and mechanism between the influencing factors and employees’anti production behavior are analyzed.On the basis of the current relevant literature,the questionnaire of employees’ anti production behavior and its influencing factors is designed,and the field investigation is carried out,and 256 effective questionnaires are collected.In addition,on the basis of the existing data,first of all,the exploratory factor analysis and reliability test are carried out for each dimension variable by SPSS.Finally,regression analysis is carried out between the factors of anti production behavior and the three variables of individual characteristics,organizational atmosphere,leadership style and employees’ perception of fairness in performance appraisal.The empirical analysis shows that:(1)Through exploratory factor analysis,employees’ anti production behavior is divided into three categories;organizational climate is divided into two factors;leadership is divided into three categories;employees’perception of fairness in performance appraisal is divided into three factors.(2)In the process of regression between employees’ individual characteristics and their anti production behaviors,the control variables of employees,such as gender,age,education level,working years,working level and working department,are consistent with the relationship between the three types of employees’ anti production behaviors,and all have a negative relationship with them;however,the monthly income water of employees shows different mechanisms for the three types of employees’ anti production behaviors.(3)Each factor of three variables,organizational climate,leadership style and employees’ perception of fairness in performance appraisal,can restrain the three kinds of anti production behaviors to a certain extent;however,the three variables have different influence on the three kinds of anti production behaviors,and the two factors of organizational climate have significant inhibitory effect on the active deviant behaviors of employees;the three factors of leadership style on employees The inhibition effect of interpersonal aggression is the most significant,and the perception of fairness in performance appraisal has the greatest impact on employees’ slacking behavior.Based on the above empirical results and relevant analysis,this paper puts forward the weakening strategy of employees’ anti production behavior from three dimensions of employees’ perception of fairness in performance appraisal,organizational atmosphere and leadership style,which provides theoretical basis and practical basis for inhibiting the emergence of employees’ anti production behavior and ensuring the healthy development of the organization.