This study examines the role of psychological contract violation at a previous organization in explaining employees’ deviant behaviors in a new organization. Drawing on the social-cognitive model of transference, we hypothesize that past psychological contract violation is associated with employees’ present psychological ownership and job insecurity. These adverse transference effects can be buffered by institutionalized socialization tactics in the new organization. Furthermore, we hypothesize that past psychological contract violation is associated with employees’ present deviant behaviors through psychological ownership and job insecurity in the new organization. These indirect effects are weaker when the new organization uses more (vs. less) institutionalized socialization tactics. The results across two field studies provide consistent and robust support for our hypothesized model. We discuss the theoretical and practical implications of our findings on the transference effects of psychological contract violation and how to attenuate these harmful effects.

本研究考察了先前组织中违反心理契约在解释新组织中员工的越轨行为方面的作用。借鉴移情的社会认知模型，我们假设过去的心理契约违反与员工目前的心理所有权和工作不安全感有关。这些不利的转移效应可以通过新组织中的制度化社会化策略来缓冲。此外，我们假设过去的心理契约违反与员工在新组织中的心理所有权和工作不安全感导致的当前越轨行为有关。当新组织使用更多（与更少）制度化的社会化策略时，这些间接影响会减弱。两项实地研究的结果为我们的假设模型提供了一致而有力的支持。我们讨论了我们的研究结果对违反心理契约的转移效应以及如何减轻这些有害影响的理论和实践意义。