Research On Relationships Between The Organization Climate And Counterproductive Work Behavior

Since the early ’60s to ’70s, foreign organizational behavior academic world has already put the study of individual behavior in organizations as an important way and respect for the function in organization and organizational performance. And after a long period of time, they always focused on the positive attitude created by humanity and positive behavior, while ignoring the inherent in the dark side of human nature and the resulting negative attitude and negative behavior. In recent years, in the academic world, people gradually found that, the counterproductive work behavior, as one of the three extra role behavior, is destructive in various tissues, and sometimes they will lead to very bad results. At the same time, people found that, most of the counterproductive work behavior has the characteristics of universality, concealment, diversity and repetitive. Therefore, some foreign scholars of the academic world and some entrepreneurs have started to pay attention to the production behavior research.Based on reading lots of literature found that, at present, in the studies of CWB, attention was mainly paid on the individual differences, as well as the low organizational commitment, low job satisfaction, sense of job stress, sense of organization unfair and some other variables, while the in-depth discussion and research studied from organization climate angle is relatively less. According to "ecological psychology" theory, this paper will analysis the relationship between organization climate and counterproductive work behavior at different life, work place, organizational interpersonal style, leadership style, organizational rules and regulations. At the same time, this paper will introduce the psychological contract violation as an intermediary variable, to enrich the existing relevant theory.Research shows that:(1) Organization climate has three dimensions, which are emotional warmth, management system and personal development.(2) Psychological contract violation consists of three parts, transactional dimension, relation dimension, and team member dimension.(3) CWB is constituted by the five dimensions as follows:Sabotage, go-slow, embezzlement of property, interpersonal malicious and company politics.(4)Three types of organization climate, emotional warmth, management system and personal development have significant affect on five types of CWB.(5)Three types of organization climate, emotional warmth, management system and personal development have significant affect on three types of psychological contract violation.(6)Three types of psychological contract violation, transactional dimension, relation dimension, and team member dimension have significant affect on five types of CWB.(7)The psychological contract violation plays a partial mediating role in impact which the organization climate have on the CWB.(8)Personal and company characteristics variables do not has a special impact on both the feelings of organization climate and occurrence of CWB, organization climate and occurrence of psychological contract violation, and psychological contract violation and occurrence of CWB.