The Research On The Motivation Of Knowledge Workers Counterproductive Behavior In Nanjing

Counter-productive work behavior is kind of behavior detrimental to theorganization or individual interests which is brought by the employees perceivingexternal pressure, and the occurrence of such acts are intentional. With thedevelopment of society, more and more knowledge-based workers, in relative tonon-knowledge based employee, the contents and way of their work have changed, sothe characteristics of counter-productive work behavior will be changed. In this paper,based on previous research, counter-productive work behavior category and itsinfluencing factors were analyzed, and correlation, regression analysis were done toinvestigate the relation between counter-productive work behavior and organizationalconstraints, organizational justice, interpersonal conflict were taken as three selectedindependent variables. Due to the advancement of technology and the refinement ofthe division, cooperation is required to complete a lot of work needs co-workers.Thus,there are a variety of teams in an organization inevitably. The article introduced ateam commitment to serve as a buffer variable and proposed hypotheses based ontheoretical analysis. Nanjing knowledge-based workers were taken as the researchobject and the hypotheses were validated one by one. The conclusions are as follows:1, Interpersonal conflict is significantly correlated with interpersonal malicious andwork alienation;2, fair decision-making is significantly correlated with interpersonalmalicious, other people’s property encroachment and aggressive behavior;3,objectively hinder is significantly correlated with interpersonal malicious, publicproperty encroachment and work combing;4, team commitment is significantlycorrelated with the interpersonal malicious, public property encroachment, workcombing and aggressive behavior;5, the team committed is effectively regulate therelationship between the two factors of organizational constraints andcounter-productive behavior, team commitment can not play a buffer role ininterpersonal conflict and counter-productive behavior relationship.The results of this study provide some theoretical support to knowledge-basedcounter-productive work behavior prevention, and the management of knowledgeworkers.