A Study Of The Relationship Between Psychological Contract Breach,Organizational Identity,and Deviant Behavior In The Workplace

The rapid development of the economic environment and the impact of the epidemic have brought challenges to the development of organizations,which have actively or passively failed to fulfill their commitments to employees,the unemployment rate in China’s cities and towns continues to rise,traditional employment relationships are gradually disintegrating,and individuals’ attitudes toward organizations are transforming.In this context,this paper explores the current situation of employees’ psychological contract breach,organizational identity and workplace deviant behavior,and the influential relationship between the three,using organizational employees as the research target and through questionnaire and interview methods.In this study,11 corporate employees were interviewed,and then appropriate measurement tools were selected based on the content of the interviews.By analyzing the data from the 348 questionnaires collected,the following main findings were obtained:(1)Psychological contract breach has a significant effect on employees’ organizational identity and workplace deviant behavior.(2)Organizational identity plays a mediating role in the relationship between psychological contract breach and workplace deviance.(3)The normative dimension of psychological contract breach had a significant effect on interpersonally oriented workplace deviance,but not on organizationally oriented workplace deviance;the developmental dimension had a significant effect on organizationally oriented workplace deviance,but not on interpersonally oriented workplace deviance;the interpersonal dimension had a significant effect on both organizationally and interpersonally oriented workplace deviance.The interpersonal dimension has a significant effect on organizational and interpersonal workplace deviance.(4)Psychological contract breach,organizational identity,and workplace deviant behavior were significantly different in some demographic variables.Finally,based on the findings of the study,recommendations were made for companies in human resource management and future research,and the following three recommendations were given in terms of corporate management:(1)Set a reasonable salary structure and compensation system.(2)Improve the training system and strengthen the career management of employees.(3)Establish a harmonious relationship between superiors and subordinates and create a working atmosphere of cooperation and communication.