Synergy Effect Of Formal And Informal Organizational Climates To Counterproductive Workplace Behavior

Industrial workers are an important part of the working class in China,which have made an indelible contributions to the economic construction and the development of cities and towns in China.In recent years,industrial workers' counterproductive workplace behaviors(CWB)such as strike,hit,theft and high turnover rate not only resulting in the loss of corporate interests and reputation damage,but also affected the harmonious and stable development of society.Both formal and informal norms of the enterprise are important to control industrial workers' attitude and CWB.There is no doubt that the formal norms of the enterprise such as time management system,code of conduct,supervision and punishment mechanism can be bound to the employee's behavior.But the informal organizational norms such as group standards,moral norm,humanistic care should be paid more attention.Especially with the new generation of employees gradually becoming the mainstay,their need for fairness,democracy,dignity and self-worth is particularly urgent.However,at present enterprises pay too much attention to the control of formal rules and ignore the informal management of human nature.The perception and judgment of industrial workers on formal and informal norms can both change their organizational self-esteem and CWB.So,it is of great practical significance to pay attention to and attach importance to the synergy between the attitude and behavior of industrial workers.Based on the relevant research results and research methods at home and abroad,this study will discuss how the perception on formal and informal organizational norms affect the organizational self-esteem and counterproductive workplace behavior of industrial workers.The perception of organizational members on the management practices such as various formal and informal norms,policies,and procedures in the workplace is a unique organizational climate(Schneider & Reichers,1983).Labor relations climate reflects the subjective perception of the members of the organization on formal rules,decisions making and management modes and related labor relations practice and results(eg.Dastmalchian et al.,1986);The organizational ethical climate reflects the state of the informal system specification,which can help individuals identify and resolve ethical issues within the organization,and sometimes informal norms are more influence rather than formal norms(eg.Falkenberg & Herremans,1995).The organizational self esteem refers to the degree of trust and evaluation of employees who can meet their own needs through organizational roles(Pierce et al.,1989).The counterproductive workplace behavior refers to a series of intentional acts by the individual employee in the workplace(Robinson & Bennett,1995).Labor relations climate and organizational ethical climate are both the important influence factors of the counterproductive workplace behavior(Wimbush & Shepard,1994;Yan Liu et al.,2016),which not only will have a direct impact on the counterproductive workplace behavior,but also indirectly change the employee's counterproductive workplace behavior through cognitive variables such as the organizational self-esteem(eg.Chung & Yang,2017).Although the direct impact of labor relations climate and organizational ethical climate on the counterproductive workplace behavior has been verified(Pyman et al.,2010;Liu,2015),how these two kinds of organizational climate reflecting the formal and informal norms in organizations cooperate in the counterproductive workplace behavior? What are the differences between the synergies of different climate dimension? Are the effects of organizational deviance and interpersonal deviance on the counterproductive workplace behavior the same? Is there a mediating role played by the organization-based self-esteem between the synergy and the counterproductive workplace behavior? These questions have not been answered in previous studies.In particular,the corresponding problems of Chinese industrial workers in the workplace are very prominent and severe.However,there has not been concerned about the attention.In view of the realistic problems and related theory research gaps,I focus on Chinese industrial workers,according to the depth interview results with 25 industrial workers,a large number of literatures,the planned behavior theory and the union control theory,and gradually build a theoretical model including the synergy of the labor relations climate(the formal organizational climate)and the organizational ethical climate(the informal organizational climate),the organizational self-esteem and counterproductive workplace behavior.Based on collecting 485 valid questionnaires by the field investigation,I handle the data and analyze the results by the polynomial regression,the response surface analysis and Bootstrap method,and get the main conclusions as follow:(1)The labor relations climate and the organizational ethical climate have obvious synergistic effects on the two dimensions of industrial workers' CWB.Firstly,organizational CWB are less when labor-management mutual regard climate and caring oriented ethical climate are simultaneously higher,or when employee participation climate and rule oriented ethical climate are simultaneously higher,or when labor-management hostility climate and instrumentalism oriented ethical climate are simultaneously lower.In addition,organizational CWB are less when labor-management mutual regard climate is higher than caring oriented ethical climate,or rule oriented ethical climate is higher than employee participation climate,or instrumentalism oriented ethical climate is higher than labor-management hostility climate.Especially,when employee participation climate and rule oriented ethical climate are well-matched,the reduction of organizational CWB are most pronounced.Secondly,interpersonal CWB are less when labor-management mutual regard climate and caring oriented ethical climate are simultaneously higher,or when labor-management hostility climate and instrumentalism oriented ethical climate are simultaneously lower.However,the changes of interpersonal CWB of the both groups are not obvious when the absolute values of the two independent variables are same.In brief,the synergistic effect of employee participation climate and rule oriented ethical climate on interpersonal CWB indicates nonlinear Correlation.(2)The dimensions of labor relations climate and organizational ethical climate have obvious synergistic effects on industrial workers' organization-based self-esteem.behavior.Firstly,organization-based self-esteem is higher when labor-management mutual regard climate and caring oriented ethical climate are simultaneously higher,or when employee participation climate and rule oriented ethical climate are simultaneously higher.In addition,organization-based self-esteem is higher when labor-management mutual regard climate is higher than caring oriented ethical climate,or rule oriented ethical climate is higher than employee participation climate.In brief,the synergistic effect of labor-management hostility climate and instrumentalism oriented ethical climate on organization-based self-esteem indicates nonlinear Correlation.(3)organization-based self-esteem Significant influences organizational CWB and interpersonal CWB.Moreover,it has mediating effect between counterproductive workplace behavior and the synergistic effects of labor relations climate and organizational ethical climate.This study obtain some managerial implications from above conclusions:(1)The enterprise should pay more attention to industrial workers informal activities,strengthen the construction of soft environment control,and create a good ethical atmosphere in respect of caring workers,advocating dedication,and improving the sense of responsibility so that employees can solve the problem of deviation behavior spontaneously and rationally through self-discipline.(2)The enterprise should improve the control strategy of system organization,which includes formal and informal norms.(3)The enterprise should pay more attention to the organizational self esteem of the industrial workers,and take proper measures to cultivate and maintain the workers.The theoretical contributions in this paper are mainly reflected in:(1)The connotation of explaining the counterproductive workplace behavior by the planned behavior theory is detailed.(2)The synergistic effect mechanism model of formal and informal organizational climate on the counterproductive workplace behavior is built.(3)The synergistic effect on employees' attitudes and behaviors from the formal and informal organizational climate is proven;The research on relation between the counterproductive workplace behavior and the organization-based self-esteem is expanded.The practical significance of the study are as follows: It is helpful to solve the negative behavior problems of industrial workers and promote the healthy development of national economy;The rational use of formal and informal norms is helpful to improve the satisfaction of industrial workers and promote the construction of harmonious labor relations;To create a good climate of formal and informal organization is conducive to enhance the sense of dignity and happiness of industrial workers.