Organizational Ethical Climate And Employee Deviant Behavior: The Influence Of Moral Disengagement、Turnover Intention

With the rapid development of China’s economy, The value of human capital gets more and more attention.How to reduce employee’s deviant behavior and improve the staffs job performance, becomes a hot topic of research.In recent years,Organizational ethical climate is an emerging topic of the organizational behavior research field on the level of organization situation. Whether to reduce employee deviant behavior by creating a favorable organizational ethical climate has stimulated the interest of many managers.Therefore, research on the organizational ethical climate and employee deviant behavior has important theoretical and practical significance.On the one hand, introducing the moral crimped into the existing research system of organizational ethical climate and employee deviant behavior study as intervening variable, and the turnover intention as a regulatory factor, provides a good view of research for us to explore the reason of employee deviant behavior from the perspective of organizational culture and organizational climate, enriches the cognitive approaches to the causes of employee deviant behavior.On the other hand, it would help the managers to raise the understanding of the effect mechanism of employee moral protector and the employee deviant behavior, also it would be helpful to reduce the turnover intention, guide employees to conform to organizational norms and values of the behavior, then reduce employee deviant behavior.Conducted a questionnaire survey of 350 employees, processed the data by SPSS 17.0、AMOS 17.0 standardized statistical software,this study mainly investigate the relationships between employee deviant behavior, organizational ethical climate, moral disengagement and turnover intention. Based on the data analysis, the results were presented in four aspects:(1)There were significant differences in terms of gender and education between emloyee deviance and the level of moral disengagement;there were significant differences between staff’s turnover attention;(2)Positive organizational ethical climate was negative related to moral disengagement and employee deviant behavior, while negative organizational ethical climate was positively correlated with them;moral disengagement was significantly and positively correlated with employee deviant behavior,there was a positive correlation between Turnover intention and employee deviant behavior;(3)Moral disengagement played the role of an intermediary between employee deviant behavior and organizational ethical climate;(4)Turnover intention played a role in regulating moral disenga-gement and employee deviant behavior.