The Impact Of Fairness In Performance Appraisal On Employees’Counter-productive Work Behavior:Moderating Role Of Organizational Identification

Counter-productive work behavior is an urgent problem which should to be solved in modern management.There are specific premises and incentives for its emergence.This paper combined theoretic and empirical researches to analyze Counter-productive work behaviors.Performance appraisal is one of the most important modern neutral management tools,and it is also an important orientation that managers are exploring.This paper presents performance appraisal as the scenario of Counter-productive work behavior to study the impact of performance appraisal on Counter-productive work behavior.Based on the conclusion that the sense of fairness in performance appraisal has a significant negative correlation with Counter-productive work behavior,this paper makes several suggestions to business managers to improve the fairness felling of the staff and reduce the implementation of Counter-productive work behavior of employees.In order to explore this issue,this paper examines the mechanism that the impartiality of performance appraisal on Counter-productive work behavior through empirical research.Firstly,this paper reviews the definition of performance appraisal fairness and Counter-productive work behavior established by domestic and foreign,explains the evolution of these two research objects,and summarizes the research status of the relationship between them by literature review.On the basis of above works,this paper deduces the mechanism of the impartiality of performance appraisal on Counter-productive work behavior from the theoretical logic,and puts forward the corresponding hypothesis after constructing the theoretical model,and finally makes an empirical analysis of the random sample group in the form of questionnaire survey.At the same time,in order to further enrich the research,we introduce organizational identity as a moderating variable to test whether organizational identity plays a moderating role in the relationship between the impartiality of performance appraisal and Counter-productive work behavior.The empirical results show that distributive justice,procedural justice and interactive justice of performance appraisal have significant negative correlation with the Counter-productive work behavior of organization;distributive justice and interactive justice in performance appraisal are negatively correlated with the Counter-productive work behavior of interpersonal;organizational identification plays a moderating role in the impact of fairness in performance appraisal on Counter-productive work behavior.The results of this study have a certain implication in the study of Counter-productive work behavior in modern organizational management,and also try to give Counter-productive work behavior a new specific scenario to explore its antecedents.By introducing a new variables in the existing research as the moderator variables of the relationship between the fairness of performance appraisal and Counter-productive work behavior,this paper enrich relevant study of Counter-productive work behavior research.At the end of the paper,the main conclusions are summarized,and pointed out the shortcomings of the research and future research directions.