反生产行为是普遍存在于各类组织中员工有意实施的违背组织利益的行为，因其破坏性 及给组织绩效带来的负面影响，目前己经成为学术界和企业界共同关注的重要课题之一。相 关研究显示，组织支持感以及由此形成的心理反应或状态是影响员工反生产行为的主要因素 之一，但是现有研究多数以一般员工为研究对象，比较而言，以逐渐成为我国职场主力军的 新生代员工为研究对象的研究成果相对较少。近年来，追求自我成就、职业忠诚度低的新生 代员工的反生产行为发生频率远高于一般员工，且其反生产行为隐蔽性更强、危害性更大。 因此，探索组织支持感对新生代员工反生产行为的作用机制对丰富现有反生产行为理论以及 指导组织人力资源管理实践都具有重要意义。 本研究在对组织支持感、自我效能感以及反生产行为等概念进行文献回顾与梳理的基础 上，系统分析概念之间关系并构建组织支持感影响新生代员工反生产行为的理论模型。利用 245 位新生代员工的样本调查数据，通过 AMOS22.0 和 SPSS22.0 统计软件进行相关性分析、 路径分析等一系列实证分析。研究发现：（1）组织支持感对新生代员工反生产行为具有显著 负向影响；（2）组织支持感对自我效能感具有显著正向影响；（3）自我效能感对新生代员工 反生产行为具有显著负向影响；（4）自我效能感在组织支持感与新生代员工反生产行为之间 具有完全中介作用。 基于以上实证分析结果，本文提出了以下缓解新生代员工反生产行为的管理建议，具体 包括：第一，管理者应定期、多渠道了解新生代员工在工作方面的真实需求，通过提供有针 对性的支持来增强员工工作中的自我效能感；第二，加强对新生代员工切身利益的关心，新 生代员工与组织共同成长；第三，深入挖掘新生代员工个人价值，积极鼓励新生代员工发挥 主观能动性。 关键词：反生产行为，组织支持感，自我效能感，新生代员工II Abstract 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 ofIII 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. Key words: Counterproductive Work Behavior, Perceived Organizational Support, Self-efficacy, New Generation StaffIV 目录 第一章 绪论............................................................................................................................................................. 1 1.1 研究背景..................................................................................................................................................... 1 1.2 研究意义..................................................................................................................................................... 2 1.2.1 理论意义.......................................................................................................................................... 2 1.2.2 现实意义.......................................................................................................................................... 2 1.3 研究方法与技术路线................................................................................................................................. 3 1.3.1 研究方法.......................................................................................................................................... 3 1.3.2 技术路线.......................................................................................................................................... 3 1.4 研究内容..................................................................................................................................................... 4 1.5 研究创新点................................................................................................................................................. 5 第二章 文献综述..................................................................................................................................................... 6 2.1 反生产行为文献综述................................................................................................................................. 6 2.1.1 反生产行为的概念界定 .................................................................................................................. 6 2.1.2 反生产行为的结构维度及测量....................................................................................................... 7 2.1.3 反生产行为的理论模型 .................................................................................................................. 8 2.1.4 反生产行为的前因变量 ................................................................................................................ 12 2.2 组织支持感文献综述............................................................................................................................... 14 2.2.1 组织支持感的概念界定 ................................................................................................................ 14 2.2.2 组织支持感的结构维度及测量..................................................................................................... 14 2.2.3 组织支持感的结果变量 ................................................................................................................ 15 2.3 自我效能感文献综述............................................................................................................................... 16 2.3.1 自我效能感的概念界定 ......................................................................................................