員工職場偏差行為對組織造成嚴重的影響，爲擴展職場偏差行為的知識領域，本研究以心理契約履行(psychological contract fulfillment)為自變項，探討心理契約履行與職場偏差行為之關係，並透過信任為中介變項，以進一步釐清兩變數的關係。
研究樣本以台北銀行業員工及主管為對象，總共發了300份問卷，獲得231份橫斷面的有效配對樣本，有效回收率77%，問卷收齊後，對資料進行統計分析，分析之方法包括探索性因素分析，驗證性因素分析、描述性統計、LISREL分析、Pearson 相關分析等。研究結果發現：
1.交易型心理契約與組織偏差行為呈顯著的負相關。
2.關係型心理契約與人際和組織偏差行為呈顯著負相關。
3.關係型心理契約與情感型和認知型信任呈顯著的正相關。
4.情感型信任與人際和組織偏差行為都呈顯著的負相關。
Workplace deviance is a pervasive and expansive problem for organization. For expanding the epistemic sphere on workplace deviance behavior, the research use psychological contract fulfillment as an independent variable to explore the relation-ships in both psychological contract fulfillment and workplace deviance behavior. Through the intermediate variables on trust from employees to their superiors, we can clarify further the relationships on both two variables.
The research group is for Taipei bank industry employees and their superiors and is collected by 300questionnairs. Completed questionnaires were returned by 231 contact-employees (77% response rate).Then, the effective questionnaires have been analyzed by confirmatory factor analysis, descriptive statistics, Pearson correlation and LISREL analysis .
The results of this research indicate that:
1. Transactional psychological contract is negatively related to organizational de-viance behavior.
2. Relational psychological contract is negatively related to interpersonal and or-ganizational deviance behavior.
3. Relational psychological contract is positively related to affective trust and recognizable trust.
4. Affective trust is negatively related to interpersonal and organizational deviance behavior.
