Research On The Function Mechanism Of Performance Appraisal Fairness To Counterproductive Work Behavior

Counterproductive work behavior(CWB)has become a prominent issue in the fields of both Organizational Behavior and Management,and is also a practical problem to be solved for the modern organizations.This study will explore the mechanism of performance appraisal fairness to counterproductive work behavior,and refine the corporate governance strategy of counterproductive work behavior based on the perspective of fairness in performance appraisal.This study used interviews,survey results and other research methods,using a statistical technique of factor analysis,hierarchical regression analysis,researched on China's enterprise performance appraisal fairness mechanism to counterproductive work behavior,conducted data analysis.The main conclusions are as the following:(1)Performance evaluation of distributive justice,procedural justice on organizational performance appraisal oriented counterproductive work behavior has significant negative effects,but no significant effect on the production of antihuman oriented behavior,interpersonal fairness and performance appraisal performance appraisal information fairness on both organization oriented counterproductive work behavior,interpersonal orientation counterproductive behavior significantly negative effect.In effect,in which organization oriented counterproductive work behavior,the greatest impact is the performance appraisal of procedural justice,the effect of the performance appraisal fairness on relationship oriented counterproductive work behaviors are interpersonal fairness and information fairness,procedural justice,distributive justice.(2)The psychological contract violation plays a part of mediating effect on the impact of performance assessment fairness and organization-oriented anti-production behavior.Psychological contract violation plays a part of mediating effect on the impact of performance assessment on interpersonal fairness,information equity and interpersonal orientation against production behavior.(3)The moderating effect of personality locus of control on the relationship between fairness in performance appraisal and counterproductive work behavior.(4)Starting from the performance appraisal fairness perspective,discusses the production behavior management strategy of enterprises,which includes three aspects to enhance staff performance appraisal fairness,reduce the psychological contract violation,establish a system of chapters and regulations,strengthen behavior monitoring etc.