Pay Satisfaction And Counterproductive Behavior: The Mediating Role Of Perceived Organizational Support

Counterproductive behavior (CWB) is prevalent among all types of organizations. It is highly destructive and has become the important issue of concern for the academic circus and business sectors in the west. Research achievements in this filed showed growth spurt after 2000. "International Journal of Selection and Assessment "published the study album about counterproductive behavior in 2002. In china, scholars have begun to pay attention to counterproductive behavior. Research achievements in this filed have appeared continually. However, most existing research focused on the review of authority of the Western theory in this field, so the empirical analysis of China has been neglected. In view of this situation, this paper will study counterproductive behavior from the empirical point of view in the context of china. The research aims to offer administrators some suggestions on reducing or curbing the occurrence of counterproductive behavior.The researcher tries to find some factors from attitude and emotions that affect counterproductive behavior. This point of view consists with the management of the general principles of behavior. Based on thoroughly studying the existing theories in the west, for the first time, the paper suggests that perceived organization support may play an intermediary role in the relationship between pay satisfaction and counterproductive behavior.In order to ensure the reliability and validity of the measurement of relevant variables, the all scales we adopted have been used by foreign and domestic researchers, and have been proved highly reliability and validity. When we translated these scales, the two-way translation method was used. Then we collected data about 300 employees in the private enterprises of Xuzhou through questionnaires. We used SPSS to carry out statistical procedures and analyzed the data we collected. The main analysis methods this study applied were the multivariate linear regression and hierarchy regression. We used these two methods to test the hypotheses we proposed. After these statistical analyses, all the assumptions were supported or partially supported, and the theory model was proven reasonably. Based on empirical results, under the strict cost constraint circumstance which private enterprises often face, this paper suggests they can enhance pay satisfaction through increasing job autonomy, timely work feedback, a reasonable increase in the diversity of skills needed to complete tasks, improving employee the importance of the task Perception, the appropriate measures to maintain the integrity of the task. This paper also suggests enhance staff's perceived organizational support by offering fair treatment, increasing the support from supervisors, improving good working conditions.