反生產(chǎn)行為與組織不公正：歸因風(fēng)格的調(diào)節(jié)作用.pdf

1、河南大學(xué)碩士學(xué)位論文反生產(chǎn)行為與組織不公正：歸因風(fēng)格的調(diào)節(jié)作用姓名：郭輝輝申請(qǐng)學(xué)位級(jí)別：碩士專業(yè)：應(yīng)用心理學(xué)指導(dǎo)教師：李永鑫2011-05IIIAbstract Counterproductive Work Behavior (CWB) is an intentional behavior of the organization member, hurts colleagues or organizations` legitimate

2、interests. In this paper, based on studying those existing theory and empirical research, I taked the empirical research: a test about the moderate role of attribution style between counterproductive behavior and organiz

3、ational injustice. The purposes of this dessertation were to investigate the relation between Counterproductive Work Behavior and organizational injustice as well as to test the role of attribution style between counterp

4、roductive work behavior and organizational injustice. For these purposes, some standard research method, such as literature review and survey were used. This research considered the demographic factors, and by 308 employ

5、ee to investigate, used the statistical methods of correlation analysis, regression analysis, variance analysis. The study obtained conclusions as follows: Firstly, the research discussed about the demographical variable

6、`s dffects on counterproductive work behavior. We found that the significant effects in demographical variable included age, marital status, woking life, position classes and units characters. While the sex, academy degr

7、ee and profession have not significant effects. Secondly, after control the demographical variable, through regression analysis, we found that ‘leader injustice’ and ‘procedural injustice’ have a significant positive e

8、ffect on ‘initiative deviant’. ‘leader injustice’ and ‘procedural injustice’ have a significant positive effect on ‘passive work’. ‘leader injustice’ and ‘procedural injustice’ have a significant positive effect on ‘pers

9、onal aggressio’, ‘interactional injustice’ have a significant negative effect on ‘personal aggressio’. ‘leader injustice’ and ‘procedural injustice’ have a significant positive effect on ‘counterproductive work behavior’

10、, ‘interactional injustice’ have a significant negative effect on ‘counterproductive work behavior’. Thirdly, through MNOVA ,the main conclusions are as follows: attribution style was found to partly moderate the relatio