Psychological Contract Violation, Emotional Commitment To The Knowledge Staff's Production Behavior Affect The Empirical Research

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. The knowledge workers are important resources. Their counterproductive behaviors may cause serious results. So far, the research on this part is not much.In view of this, this paper will study counterproductive behavior from the empirical point of view in China. The research aims to offer suggestions on reducing or curbing the occurrence of counterproductive behavior.This study firstly examines the impacts of psychological contract violation on the knowledge workers’ counterproductive behavior in Chinese corporations. And it improves the related theory. We firstly attempt to explore that affective commitment is a mediator, and also examine the moderating impact of Chinese modernity on the relationship between psychological contract violation and counterproductive behavior.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 employees in Jiangsu. The main analysis methods this study applied were the multivariate linear regression. After these statistical analyses, all the assumptions were supported or partially supported.The results are as follows:(1)The psychological contract violation can be separated into three dimensions: development obligations, the relationship obligations and transitional obligations.(2)Affective commitment can serve as a mediator variable between knowledge workers’ psychological contract violation and their counterproductive behavior.(3)We examine the moderating impact of Chinese modernity between the violation of development obligation and knowledge workers’ counterproductive behavior, also between the violation of relationship obligation and their counterproductive behavior.Based on the results, this paper shows that we can reduce the counterproductive behaviors by increasing happiness, enhancing affective commitment and improving good working conditions. Finally this paper illustrates the limitations and discusses the direction of future research.