组织鼓励或抑制的员工越轨行为：一项类型学与个人因素研究

ORIGINAL RESEARCH article

Front. Psychol.

Sec. Organizational Psychology

• 1. Fujian Business University, Fuzhou, China

• 2. Chihlee University of Technology, New Taipei, Taiwan

Abstract

It is commonly believed that employee deviant behavior, which violates organizational rules, should be behavior that organizations attempt to suppress. However, there may be discrepancies between the explicit rules of an organization and its implicit norms. Therefore, this study aims to categorize employee deviant behavior into actions that conform to or deviate from the organization's implicit norms, termed as organization-encouraged or organization-discouraged employee deviant behavior. These behaviors are further classified into personal aggression, political deviance, property deviance, and production deviance, resulting in eight types of employee deviant behavior. Subsequently, this study explores the impact of personal factors, including career stage and the degree of organizational integration, such as organizational affect, commitment, perceived obligations, and beliefs in organizational norms, on these eight types of employee deviant behavior. In terms of methodology, this study primarily employs a questionnaire survey. Initially, 100 working students were asked to describe the most common employee deviant behaviors they had observed, which were combined with the 45 types of employee deviant behaviors mentioned by Robinson and Bennett. These behaviors were then coded into categories using content analysis and used to design questionnaire items. The survey targeted human resource managers of the top 1000 enterprises in Taiwan, measuring their career stage, organizational integration, and tendencies towards organization-discouraged or organization-encouraged employee deviant behavior, and analyzed the relationships among these factors.

Keywords

Career stage, Employee deviant behavior, Organizational Bonding, Organization-Discouraged, Organization-Encouraged

Received

26 January 2026

Accepted

30 September 2026

Copyright

© 2026 Li, Sheng and Chen. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

*Correspondence:

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