Study On The Influence Mechanism Of Organizational Justice Perception Of Employee Deviant Behavior

In recent years, there are various types of employee deviant behaviors in the workplace to the organization resulting in loss of about$6to$200billion each year. With the intensifying competition at home and abroad, in order to obtain competitive advantage and ongoing change has become the priority of the organization.Under such competition, lack of organizational justice has become an important factor of employee deviant behavior.As a kind of typical negative role behavior, getting more and more attention from Chinese and western scholars. Before the scholars research on employee deviant behavior, perception of role behavior outside stays in organizational citizenship behavior, employee deviant behavior to build a complete role behavior is of great significance. So we have reason to believe that, in building a high performance work system in the process of human resource management practice, to explore some specific issues related to the employee deviant behavior is of great theoretical value and practical significance. Current study will affect organizational justice on employee deviant behavior, but what is the specific influence mechanism remains to be further confirmed, expected on the basis of theoretical research in this paper, via empirical research open the influence of organizational justice on employee deviant behavior mechanism of black box, brings to the enterprise or organization practice operational Suggestions.In the empirical research, this study adopts the method of questionnaire survey. Questionnaires were distributed to the staff of many companies in Hangzhou、Wenzhou、Taizhou ect in Zhejaing Province, excluding non-completed questionnaire and failed eventually have275valid questionnaires. Mainly through the use of SPSS statistical software to analyze the reliability and validity analysis, Pearson correlation analysis, analysis of variance, regression analysis, to organize a fair perception of employee deviant behavior of mechanisms empirical research. The results showed that:1.perceived organizational justice negative correlation exists between employee deviant behavior.2. perceived organizational justice and organizational commitment, job satisfaction, psychological contract fulfillment positive relationship exists. 3.organizational commitment, job satisfaction, psychological contract fulfillment negative correlation exists between employee deviant behavior.4.organizational commitment, job satisfaction, psychological contract fulfillment, although three different attitude variables, but the role of the intermediary are part of a fair perception exists between the organization and employee deviant behavior. Then the results of the above study are discussed and analyzed the possible causes. At the end of the article discusses the conclusions and managerial implications of this study, as well as inadequate and future research directions of this research.