Chinese Journal of Psychology 2014, Vol.56, No.1, 31-47
Employment Relationship: The Study of Organizational Disidentification and Workplace Deviance
Chien-Chih Kuo（Department of Psychology, National Chengchi University）；Man Su（Department of Psychology, Chung Yuan Christian University）；Kirk Chang（Salford Business School, University of Salford）
The current study was designed to test the relationship of negative employment relationship (psychological
contract breach and abusive supervision) with workplace deviance, and to examine the mediating role of organizational disidentification. The data were collected from 301 employees in the several industries, such as Semiconductor, Manufacture, Service and Chemistry in Taiwan. As expected, a positive relationship was found between psychological contract breach, abusive supervision and organizational disidentification. In addition, it was found that organizational disidentification was positively related to workplace deviance. It showed that organizational disidentification mediates the relationship between negative employment relationship and workplace deviance. The results offered general support for the applicability of the organizational identification theory to the person-organization employment relationship in the workplace. Further discussion focuses on theoretical and practical implications of the observed outcomes.
Keywords: employment relationship, psychological contract breach, abusive supervision, organizational disidentification, workplace deviance