Research On The Relationship Of New Generation Peasant-workers’ Perceived Discrimination To The Counterproductive Work Behavior

New generation peasant-workers have increasingly cause the attention of thesociety, as a new force of the existing social development. They make a significantcontribution to the economic, however, our country’s urben and rural system makethem suffer from many kinds of discrimination of society and treatment. This will letthem feel injustice, in turn, their injustice lead them to make a variety of aggressivebehavior in the work. So the counterproductive work behavior of new generationpeasant-workers’ received extensive attention of scholars. In order to prevent andcontrol their behavior, it is necessary to study the inducing factors and mechanism ofthe action.In theory, discrimination perception is an important factor influencing counter-productive work behavior(Dion,Dion&Pak,1992). While the role of job satisfactionamong them induce scholars’ attention, perceived discrimination of new generationpeasant-workers will lower their perception on job satisfaction(Sanchez&Brock,1996), and this negative attitude will make them produce more disruptivebehavior(Gouldner,1960). In addition, organizational commitment as a importantvariable which used to study the relationship of employee and enterprise, it’s rolebetween perceived discrimination and counterproductive work behavior also cause forconcern, that is, perceived discrimination can reduce the employees’ organizationalcommitment, and then make counterproductive work behavior. However, for thesetwo paths, it is more of a theoretical analysis and empirical test is less.Additionally, different individual characteristics may make the difference ondegree and correlation of perceived discrimination and job satisfaction. As the essenceof personality trend, the different degree of control point may play moderator rolebetween perceived discrimination and job satisfaction. But now, there is no researchdiscussed this. Therefore, it is necessary to carry out the inspection.In view of the above problems, based on the predecessors and exploration,through a depth interview and an open questionnaire of new generation workers in HeBei province, this study integrates and test the theoretical model, and the mainconclusions are as follows:(1)Perceived discrimination could significantly predicts new generationworkers’ counterproductive work behavior, that is, the higher perceived discrimina-tion is, the greater the possibility of they make counterproductive work behavior;(2)Job satisfaction plays a full mediator effect in the relationship between theabove two, perceived discrimination of new generation workers make them feeldissatisfaction to job, under this state of discontent, they will make morecounterproductive behavior;(3)Organizational commitment plays a full mediator effect in the relationshipbetween the above two, that is, perceived discrimination will reduce new generationworkers’ organization commitment, in order to exclude this negative perception, theymay be reluctant to take the initiative to assume responsibility and perform counter-productive work behavior;(4)Control points’ moderating effect in different groups for the relationship ofperceived discrimination-job satisfaction has a deviation, that is, in new generationworkers, compare with the one who is partial outgoing,those ones partial internalcontrol has no significant difference for the relationship between perceiveddiscrimination and job satisfaction.This study also provides some management inspiration: on the issue of newgeneration workers, managers should attach great importance to theircounterproductive work behavior and the influence factor such as perceiveddiscrimination. Under the enterprise resource and ability allowed, managers shouldtake measures to improve their job satisfaction and organizational commitment, inorder to minimize the counterproductive work behavior. Since the control points hasno significant effect on relationship between perceived discrimination and jobsatisfaction, managers can be less consider varies from person to person inpolicy-making.