Counterproductive Behavior And Organizatonal Injustice: The Moderate Role Of Attribution Style

Counterproductive Work Behavior (CWB) is an intentional behavior of the organization member, hurts colleagues or organizations` legitimate interests. In this paper, based on studying those existing theory and empirical research, I taked the empirical research: a test about the moderate role of attribution style between counterproductive behavior and organizational injustice.The purposes of this dessertation were to investigate the relation between Counterproductive Work Behavior and organizational injustice as well as to test the role of attribution style between counterproductive work behavior and organizational injustice. For these purposes, some standard research method, such as literature review and survey were used. This research considered the demographic factors, and by 308 employee to investigate, used the statistical methods of correlation analysis, regression analysis, variance analysis. The study obtained conclusions as follows:Firstly, the research discussed about the demographical variable`s dffects on counterproductive work behavior. We found that the significant effects in demographical variable included age, marital status, woking life, position classes and units characters. While the sex, academy degree and profession have not significant effects.Secondly, after control the demographical variable, through regression analysis, we found that'leader injustice'and'procedural injustice'have a significant positive effect on'initiative deviant'.'leader injustice'and'procedural injustice'have a significant positive effect on'passive work'.'leader injustice'and'procedural injustice'have a significant positive effect on'personal aggressio','interactional injustice'have a significant negative effect on'personal aggressio'.'leader injustice'and'procedural injustice'have a significant positive effect on'counterproductive work behavior','interactional injustice'have a significant negative effect on'counterproductive work behavior'.Thirdly, through MNOVA ,the main conclusions are as follows: attribution style was found to partly moderate the relationships between counterproductive behavior and organizational injustice. To be more specific, attribution style significantly moderates the relationships between'distributive injustice'and 'inttiative deviant', attribution style significantly moderates the relationships between'distributive injustice'and'passve work', attribution style significantly moderates the relationships between'distributive injustice'and'counterproductive work behavior', attribution style significantly moderates the relationships between'leader injustice'and'inttiative deviant', attribution style significantly moderates the relationships between'organizational injustice'and'inttiative deviant', attribution style significantly moderates the relationships between'organizational injustice'and'passive work', attribution style significantly moderates the relationships between'organizational injustice'and'counterproductive work behavior'.