The Study Of The Impact Of Psychological Contract On Workplace Deviant Behavior

Nowadays, China’s economy is witnessing a rapid development and our society is in a new period, which we call transformation period. If the organizations want to be developping in this special period, they have to keep treating the employees as the main competitive strength. The organizations should more understand their employees, pay more attention to them and use them more reasonably. The development takes with the fierce competition and the increase of working pressure. Workplace deviant behavior is the damage which is harmful to organizations’and employees’interests. How to reduce workplace deviant behavior is an very important thing to organizations. Corruption and bribery cases are more than 35,000 pieces during 2014-2015. Organizations have the employees who harm public property deliberately, show up late and leave early.The best way to let the employees do the right things for organizations and decrease the incidence rate of workplace deviant behavior is to make employees feeling like owners. The society changes, people changes, and this phenomenon needs organizations pay more attention. Organizations should make the relationship between organizations and employees more unitively and closely. Organizations should not ony pay the attention on the labor contracts but also pay the attention on how to make the better relationship between organizations and employees. If the organizations take these proper measures, they can strengthen its competition competence. Psychological contract is the psychological bonds and it links to organizations and employees. Psychological contract is an important view for us to research on workplace deviant behavior. And, job satisfaction and psychological contract are both employees’ perception. But job satisfaction is a kind of attitude, which can affect employees’ behavior obviously. After employees make the assessment about the work and the environment, they will have the feeling. And the feeling will affect the level of their job satisfication, their choice of work behavior and organizations’ performance. Employees belong to the organizations and employees’ work attitude is affected by the organization in a large part. Organizational ethical climate is made by the organizations and exists in the organizations. It’s in employees" life, so it can affect the employees" psychology directly and then affect employees’job satisfaction. The purpose of this paper is based on the previous research to find how psychological contract affects workplace deviant behavior by treating job satisfaction as mediating variable, organizational ethic climate as regulated variable. I hope the paper can rich the study of workplace deviant behavior, and offer some advice on reducing or avoiding the bad behavior in organization, so as to let the organizations be more competitive.The paper has six parts:The first part is introduction. It introducts the study background, points the problems of organization management and shows many scholars’views on this; This part also shows the theoretical worth and practical aim to make sure that the mian idea of this paper is to provide some ways to let the organizations more competitive.The second part is literature review. It summarized the scholars’views of psychological contract, job satisfaction, workplace deviant behavior, organizational ethic climate by the way of analyzing the concepts, contents, factors of influences, dimensions, method of measurement and so on.The third part is research hypothesis. It includes research model and research hypothesis, and these two parts are based on the literature review. The meaning of this research model is to find how psychological contract affects workplace deviant behavior by treating job satisfaction as mediating variable, organizational ethic climate as regulated variable.The forth part is questionnaire design and pre-survey. The questionnaire design is based on the research hypothesis, and I deleted, modified some of the items because of Chinese circumstances. In order to make survey more accurate, I design a pre-survey before survey. After testing the reliability and validity of the questionnaire, I revised the questionnaire to get the final questionnaire and further enhance the accuracy of this study.The fifth part is data processing and analysis, this paper uses SPSS22.0 to analyze and deal with the collected effective questionnaires. It includes descriptive statistical analysis, reliability and validity analysis, the influence of demographic variables on the study variables, correlation analysis, regression analysis, testing mediator variable and regulated variable.The sixth part is the conclusion and prospect. The main idea of this part is to get the conclusion and provide some suggestions to managers. And this part also discusses the disadvantages and future of this study.