The Relationship Between Organizational Ethical Climate And Employee Deviant Behavior: Theory And Emprical Evidence

Compare with positive extra-role behavior, negative extra-role behavior is a topic which attracted the attention of scholars for just over 10 years in the tradition of foreign organizational behavior research. Actually, because of both positive and negative extra-role behavior would affect the employee's work performance together, it is very important for the practice of human resource management.This article focused on one kind of typically negative extra-role behavior, employee workplace deviant behavior, through a lot of literatures analyses we found out: firstly, there are very lack of exploration to the employee deviant behavior's dimensions in the context of Chinese culture; secondly, we need to expand the research of the antecedents to employee deviant behavior in the level of organizational context; thirdly, we need to further analysis the process and mechanism of special antecedent affects the employee deviant behavior. Taking into account the situations, we designed our research plan around these issues, and achieved some research conclusions by induction, deduction and empirical research:First of all, we found that employee deviant behavior consist of five dimensions in Chinese context, such as Work Inaction, Corporate Political Behavior, Malfeasance and Power-Abuse, Theft and Purpresture, Hostile and Destructive Behavior. There are both similarities and differences with the employee deviant behavior in foreign context. Next, as one kind of organizational culture and its content, different types of organizational ethical climate had significant influence to employee deviant behavior, especially the perception of instrumentalism oriented and rule oriented organizational ethical climate. At the same time, for explore the process and mechanism of organizational ethical climate influence the employee deviant behavior, based on the analysis orientation of organizational context influence cognitive processing, and cognitive processing influence individual behavior, we introduced organizational identification into our conceptual model and demonstrated that benefit identification and belonging identification are two mediator variable in the relationship between organizational ethical climate and employee deviant behavior. Finally, when study the moderate effect of personality in the relationship between organizational ethical climate and employee deviant behavior, we found that conscientiousness and neuroticism are two important moderate variables. The practical implication, study limitation and future directions are offered as a summary finally.