| Since the 21 st century,our country‘s education level enhances unceasingly,the post-1980 s and post-1990 s generation gradually boarded the stage,whose new generation employees who received good education of the intellectuals have become the main force in the modern enterprise production.In this part of the new generation of knowledge workers work with a strong desire to self-realization and achievement needs,and they have higher tendency to leave compared with the post-1960 s and post-1970 s generation.Turnover intention is often caused by discontent to the current status of the work,this kind of discontent in the work is easy to cause counterproductive work behavior.Counterproductive work behavior is a common phenomenon in enterprise production,and has had the serious obstacle to the production performance,so how to use knowledge staff incentive measures to prevent the new generation of knowledge workers generate counterproductive behavior become a problem to be solved in current enterprise management.The reason why individual caused counterproductive behavior is diverse,whether the employees are fairly treated by organization is one of the most important reasons.From the new generation of knowledge workers‘ living conditions and values of the knowledge-type employees,they often pay more attention to the perception of organizational justice in work,it is necessary to explore the effect of new generation knowledge worker‘s organizational justice on the counterproductive work behavior.Based on it,this article selects the new generation of knowledge workers as the research object,explore the different effect of organizational justice on counterproductive work behavior with different motivational preference,the research conclusion for the management of knowledgeable employees in new generation have definite guiding significance.Firstly,together with the present situation of production and the social reality background put forward the main thesis of this study.Secondly,through the literature review of this research involves defining the relevant concepts.Then,this study selected involves the variable of scale,according to the study variables between the relevant theoretical basis to build a conceptual model,put forward the research hypothesis.Finally by require questionnaire,using the SPSS 17.0 and AMOS 22.0 to test reliability and validity of sample data,correlation analysis and multiple regression analysis to verify hypothesis,then put forward the research conclusions and management implications.The conclusion of this study is mainly divided into three parts.Firstly,the new generation of knowledge staff's counterproductive work behavior is not different because of the gender,the age,the education background and the working years.Secondly,in general,organizational justice behavior has significant negative impact on the production.In addition,the influence of distributive justice on the counterproductive work behavior is bigger than procedural justice and interaction justice.Distributive justice has significant negative effects on both counterproductive work behavior point to individual and organization.Production justice has significant negative effects on counterproductive work behavior point to organization,and doesn‘t have significant negative effects on counterproductive work behavior point to individual.Interaction justice doesn‘t have significant negative effects on both counterproductive work behavior point to individual and organization.Thirdly,those new generation knowledge workers who have different motivation preferences have different influence of organizational justice perception on the counterproductive work behavior.When the new generation of the knowledge workers perceived the distribution injustice at ordinary times,those individuals who with extrinsic motivation preferences may generate more counterproductive work behavior than those with higher intrinsic motivation preferences;When the new generation of the knowledge workers perceived the procedure injustice at ordinary times,those individuals who with intrinsic motivation preferences may generate more counterproductive work behavior than those with higher extrinsic motivation preferences;When the knowledge workers perceived the interaction injustice at ordinary times,whether they gave the extrinsic motivation or intrinsic motivation preferences,it will not produce obvious counterproductive work behavior.According to the conclusions of this study,we can put forward three mainly management implications.Firstly,managers should put forward management measures according to the personality characteristics of the new generation of knowledge workers.Secondly,the organizations should create a good organization atmosphere of distributive justice and procedural justice.Thirdly,enterprise managers should combine the organizational justice atmosphere and the new generation knowledge staff‘s motivational preference to put forward measures to prevent counterproductive work behavior. |
PDF Full Text Request