The Impact Of Perceived Organizational Support On Counterproductive Work Behavior Of New Generation Staff

Counterproductive work behavior is a behavior that is ubiquitous in various organizations and that employees deliberately take against the interests of the organization.Because of its destructiveness and negative impact on organizational performance,it has become an important topic of common concern in the academic and business circles.Relevant research shows that employees' perception of organizational support and the resulting psychological reaction or state are one of the main factors affecting employees' counterproductive work behavior.However,most of the existing researches are based on general employees,and comparatively speaking,the research results of new generation staff who gradually become the main force of our workplace are relatively few.In recent years,counterproductive work behavior of new generation staff who pursue self-achievement and low professional loyalty is much more than that of general employees,and their counterproductive work behavior is more concealed and more harmful.Therefore,exploring the mechanism of perceived organizational support for counterproductive work behavior of new generation staff is of great significance for enriching the existing counterproductive work behavior theory and guiding the organization's human resource management practices.Based on the literature review and combing of the concepts of perceived organizational support?self-efficacy and counterproductive work behavior,this study systematically analyzes the relationship between concepts and constructs a theoretical model that perceived organizational support affects the counterproductive work behavior of new generation staff.With a sample survey of 245 new generation staff,AMOS22.0 and SPSS22.0 statistical software were used to conduct a series of empirical analysis such as correlation analysis and path analysis.The study found that:(1)Perceived organizational support has a significant negative impact on counterproductive work behavior of new generation staff;(2)Perceived organizational support has a significant positive impact on self-efficacy;(3)Self-efficacy has a significant negative impact on counterproductive work behavior of new generation staff;(4)Self-efficacy has a full intermediary between perceived organizational support and counterproductive work behavior of new generation staff.According to the above empirical analysis results,this paper proposes the following management suggestions to alleviate counterproductive work behavior of new generation staff,including: First,managers should regularly and multi-channel understand the real needs of new generation staff in the work,by providing targeted support to enhance the self-efficacy of employees' work;Second,to strengthen the concern for the vital interests of new generation staff,new generation staff and the organization grow together;Third,deepen the personal value of new generation staff,and actively encourage them to play subjective initiative.