Psychological contract breach, organizational disidentification, and employees’ unethical behavior: Organizational ethical climate as moderator

Ni Ning1, Li Zhaoyi2
1Department of Human Resource Management, Shanghai Normal University, People’s Republic of China
2Department of Public Administration, Shanghai Normal University, People’s Republic of China
Cite this article:  Ning, N., & Zhaoyi, L. (2017). Psychological contract breach, organizational disidentification, and employees’ unethical behavior: Organizational ethical climate as moderator. Social Behavior and Personality: An international journal, 45(9), 1409-1424.

Volume 45 Issue 9 | e6708 | Published: October 2017 | DOI: https://doi.org/10.2224/sbp.6708

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We explored the effect of psychological contract breach on employees’ unethical behavior and examined the mediating and moderating roles of organizational disidentification and organizational ethical climate, respectively, using data from 362 paired questionnaires. The results of multiple linear regression analysis showed that psychological contract breach was positively related to employees’ unethical behavior and also that organizational disidentification completely mediated the relationship between psychological contract breach and employees’ unethical behavior. In addition, organizational ethical climate moderated the relationship between psychological contract breach and employees’ unethical behavior by weakening the mediating role of organizational disidentification. The results demonstrated that avoidance of organizational disidentification and cultivation of a higher level of organizational ethical climate were conducive to the reduction of employees’ unethical behavior.

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