The Influence Of Team Conflict And Organizational Justice On Counterproductive Work Behavior

Counterproductive work behavior (CWB) can be seen everywhere in the workplace, such as sabotage, absenteeism, sabotage, etc., these negative work behaviors have caused great damage to the interests of the organization and employees, seriously hindered the normal operation of the organization. How to prevent and manage the employees’ CWBs effectively has become a test problem to both managers and researchers.This study aims to explores the influence of team conflict on CWB, and attempts to analyze the mediating process between them through organizational justice, also this study tests the moderating role of psychological capital between team conflict and CWB. Finally we collect274samples, and use statistic tools such as Spss17.0and Amos20.0to analysis scales and examine hypothesizes. Research conclusions are summarized as follows:1. Team conflict is positively related to CWB. Relationship conflict has a positive effect on both CWB-P and CWB-O, while task conflict only affects CWB-P.2. Team conflict is negatively related to organizational justice. Relationship conflict has a negative effect on all the three sub-dimensions of organizational justice (distributive justice, procedural justice, interactional justice), but did not find the negative association between task conflict and three sub-dimensions of organizational justice.3. Organizational justice is negatively related to CWB, of which three sub-dimensions of organizational justice are negatively related to both CWB-P and CWB-O.4. Organizational justice partially mediates the relationship between team conflict and CWB.5. The moderating role of psychological capital between team conflict and CWB is not significant, but self-efficacy and optimism paly a role in moderating the effects of team conflict with CWB, but hope and resilience are not significant.