The Influences Of Perceived Organizational Support And Organizational Justice On Counterproductive Work Behavior

In recent years, a variety of counterproductive work behaviors occur more frequently in the organizations, which bring a new challenge to modern organizations. Counterproductive work behavior is extremely destructive, its long-term accumulation would have a serious negative effect on the organization and its members. Therefore, the research on the antecedents and its potential impact of counterproductive work behavior is of great significance to the development of the organizations.Counterproductive work behavior is generated for a reason, it is generally stimulated by external factors and thus produces a series of motives, eventually leading to the occurrence of counterproductive work behavior. Currently, some authoritative theories of counterproductive work behavior are still concentrated in the study of foreign scholars, the domestic research is still relatively fragmented. As the counterproductive work behavior is a very complicated individual behavior, this article is a research on the mechanism of counterproductive work behavior in the Chinese context from the employees’cognitive perspective, aiming to provide suggestions for organizations to manage and reduce counterproductive work behavior.Organizational cynicism is an extreme negative attitude towards the organization. In recent years, the concept of organizational cynicism began to enter the research vision of scholars, which provides a new perspective for the development of the theory of the employment relationship. As a cutting-edge issue of organizational behavior and human resource management, the foreign scholars’study on organizational cynicism boomed in the past20years, but still in its infancy, while the domestic research on this issue is still quite scarce. How is the level of Chinese organizational cynicism? What causes the occurrence of organizational cynicism? What is the relation between organizational cynicism and counterproductive work behavior? These questions are all need further research. Solving these problems can help to reduce the generation of organizational cynicism, thereby reducing counterproductive work behavior, which is conducive to long-term development of the organizations.Based on the literature review, this article discusses the impact of perceived organizational support and organizational justice on organizational cynicism and counterproductive work behavior, the impact of demographic variables on counterproductive work behavior and the intermediary role of organizational cynicism. In this study, using the paired sample, we examine and correct the research scales by pre-test, then we use SPSS20.0to do the statistical analysis of the340valid questionnaires from formal test. The main conclusions are as follows:(1) The support of work, the identity of value, the concern about interests have significant negative impact on the two dimensions of counterproductive work behavior; The distributive justice have a significant negative impact on interpersonal counterproductive work behavior, and the procedural justice and the interactional justice have significant negative impact on the two dimensions of counterproductive work behavior.(2) The three dimensions of organizational cynicism all have significant positive impact on the two dimensions of counterproductive work behavior.(3) The support of work has a significant negative impact on cynicism behavior, the identity of value has a significant negative impact on cynicism belief and cynicism behavior, and the concern of interests has significant negative impact on the two dimensions of counterproductive work behavior; Distributive justice, procedural justice and interactional justice all have significant negative impact on the two dimensions of counterproductive work behavior.(4) Organizational cynicism is a mediator between perceived organizational support and counterproductive work behavior; Organizational cynicism is a mediator between organizational justice and counterproductive work behavior.(5) Some demographic variables are significantly different on each dimension of counterproductive work behavior.