The Influence Of Psychological Contract Breach On Employee Deviant Behavior ——Based On Moderated Mediation Model

With the intensification of business competition,in order to ensure the efficient operation of enterprises,enterprises pay more and more attention to human resource management,and employee-organization relationships have gradually become the hot spots and focus of organizational management research.There are many interacting relationships between organizations and employees,of which the psychological contract is one of the most important in the mutual relationship.The so-called employee psychological contract refers to the subjective cognition of employees,the understanding of their obligations and returns in the organization,and the understanding of the relationship between themselves and the organization,including the definition and performance of responsibilities between employees and the organization.When the responsibilities of the organization are not fulfilled according to quality and quantity,resulting in employee resources not being obtained as expected,and causing employees to produce a series of negative cognitions,emotions,attitudes and behaviors,this process is a psychological contract violation.The violation of the organizational psychological contract may have a certain negative impact on the employee’s work attitude and work behavior,and it is very likely to further cause the loss of organizational efficiency.Under the conditions of China’s transition economy,the organization faces greater uncertainty,which makes the employing parties more challenged to the performance of responsibilities,further strengthens the possibility of psychological contract violation,resulting in insufficient enthusiasm and initiative of employees,and even triggers a series of negative deviations.Therefore,based on the context of China’s transition economy,this thesis clarifies the mechanism of negative deviation of psychological contract violations on employees,in order to guide enterprises to gain competitive advantages through effective human resource strategies,and further improve the quality of China’s economic development.The purpose of this article is to discuss the mechanisms by which psychological contract violations affect employees’ deviations.First of all,based on the theory of social exchange and the theory of stress and emotion,from the perspective of "stressor-tension state-consequences",this thesis discusses the influence mechanism between psychological contract violation,work insecurity and employee deviation behavior;in order to further clarify the mechanism of psychological contract violation on employee deviation behavior,this thesis introduces the intermediary variable work insecurity,the adjustment variable psychological distance and the relationship between superior and subordinate.Based on this,the mediating role of work insecurity on psychological contract violation and employee deviation relationship and the relationship between superior subordinates and psychological distance on this influence mechanism is discussed.Through the questionnaire survey and analysis of 328 employees of manufacturing transformation enterprises,the results show that:（1）psychological contract violation,as one of the stressors in employees’ work,has a significant positive impact on work insecurity;（2）work insecurity plays an intermediary role between psychological contract violation affecting employee deviation behavior;（3）psychological distance significantly positively regulates the relationship between employees’ work insecurity and deviation behavior;（4）the relationship between work insecurity and deviation behavior is significantly positive;（5）The subordinate relationship significantly regulates the intermediary effect of psychological contract violation through work insecurity affecting deviation behavior,that is,a strong superior-subordinate relationship will strengthen the intermediary role of work insecurity between psychological contract violation and employee deviation behavior.Based on the above research conclusions,this thesis provides a certain theoretical basis for employee management in manufacturing transformation enterprises,and proposes an optimization strategy for organizational human resource management.