Research On The Relationship Between Organizational Justice And Counterproductive Work Behavior Of The New Generation Staff

In recent years, the frequent emergence of counterproductive behavior in the workplace, cause huge losses to the enterprise. According to incomplete statistics, the staff’s counterproductive behavior caused the loss of 60 to 200 billion dollars per year; up to 30% of corporate bankruptcy is caused by these behaviors. The occurrence of new generation employees’slacking, conservative knowledge, interpersonal malicious was significantly higher than that of the previous generation. The problem of how to manage the new generation employees’ counterproductive behavior has become the top priority of enterprise management. With the new generation of employees continue to enter the workplace; they gradually become the company’s mainstay. Understanding the occurrence mechanism of the counterproductive behavior is the prerequisite to inhibit counterproductive behavior’s appearing. This research problem has attracted the attention of the academic circles.There are many factors that trigger the counterproductive behavior of the new generation employees. In the context of Chinese culture, Chinese people can’t bear the uneven. The fair has been the focus. Especially the society is in a transition period. The social reality of the relationship between the network society and the income gap has caused great impact on the employees’ sense of justice. This paper chooses the new generation of workers as the research object, from the perspective of organizational justice, combined with the situation in China, to explore the impact of organizational justice on the counterproductive behavior.Different individual characteristics of employees perception of organizational justice is not the same, there are differences in the way of behavior. In other words, the relationship between organizational justice and counterproductive behavior can be regulated by some personal traits. Hofstede put forward the collective tendency of individual to organizational justice has a more obvious influence. Retrieval has not yet been explored collectivism tendency moderated the relationship between role through literature. Based on this, this paper attempts to verify the collectivism moderating effect on the relationship between organizational justice and counterproductive behavior, to enrich the existing theory, and provide reference for the management practice.Based on the analysis of literature, this paper constructs a model of the relationship between organizational justice and counterproductive behavior, and determines the scale of this paper. Using SPSS19.0, analysis the reliability and validity of the sample data, regression analysis, etc.. In this paper, we obtain the following conclusions:procedural justice, distributive justice, interactional justice and counterproductive behavior are significant negative correlation. Collectivism tendency is a part of the moderation of the relationship between organizational justice and counterproductive behavior. Collectivism tendency moderate the relationship between distributive justice, interactional justice and counterproductive behavior, the higher the collectivism tendency, the stronger the negative relationship between the distributive justice, the interactive justice and the counterproductive behavior. The moderating effect of collectivism tendency on the relationship between procedural justice and counterproductive behavior is not obvious. This paper bases the conclusion of the study, put forward opinions and suggestions for the management practice, to reduce induced tissue in counterproductive work behavior factors, to guide the staff to actively put them to work, improve work output.