The Research On The Influence Of Work Stress On Employees' Deviance Behavior

Employee's work stress and its far-reaching influence within the organizationhave always being a hot spot in the area of organizational behavior.In the previousresearches, researchers focus more on the positive performance caused by work stress,while negative impact on business performance is often ignored. With thedevelopment of market economy and the accelerating of the pace of work and life,employee' interpersonal conflicts, absenteeism, turnover, and even the extreme radicalbehavior or retaliation behavior in the workplace have been increasing, and these doadverse effect to the operation and development of enterprises.This article researchsthe influence of work stress to employees' deviance behavior and tries to analyzingthe role of leadership between work stress and employees' deviance behavior, whichhas important significance in theory and practice.This paper introduces the connotation and classification of work stress andemployees' deviance behavior, and illuminates the researches about work stresswith deviance behavior. It analyzes the effects of work stress on employees'deviance behavior and the moderated influences of leadership on the relationshipbetween employees' work stress and their deviance behavior in theory. Then, theresearch assumptions were proposed. Based on the above proposal, this paperdevelops the measure-questionnaire of employee deviance behavior in standardmethod and does a structural equation model validation, will deviate from employees'behavior into three types and eight dimensions. Then,convenience sampling were usedto collect research data, and series of statistical analysis approaches, such ascorrelation analysis, multiple linear regression analysis, independent-sample T testand so on. According to the empirical evidences, we drew the following conclusions:There was a positive relationship between employees'work stress and theirwork-laziness, interperson-malicious and organization-against behavior, and only thetransactional leadership of employees' direct manager moderated the relationshipbetween employees' work stress and their deviance behavior.In the last part of this paper, some applied implications of the results werediscussed. Compressive capacity should be adopted as one of the standards forrecruitment and promotion. We should not only control all kinds of stress-sources inenterprise but also design some lessons or training programmes to strengthen thestaffs' psychological quality and make them learn self-contro. Additionally, managers should take account into employees' psychological need. Psychological balance willreduce employees' deviance behavior in the workplace.