Background & Purpose: A productive and positive culture in the workplace is necessary to obtain positive organizational work results. At the same time, deviant behavior in the university workplace has been seen as a negative behavior that prevents positive behavior in the workplace. Reverse work behavior works against organizational goals and is considered one of the negative aspects of organizational behavior. Therefore, the present study was conducted with the aim of investigating the effect of abusive supervision on deviant behaviors in the workplace through the violation of the psychological contract.
Methodology: The current research was applied in terms of purpose and descriptive in terms of correlational data collection. The statistical population of the present study was made up of all the employees of Chaharmahal and Bakhtiari provinces in the number of 2255 people, and 600 people were selected as a sample through the stratified sampling method proportional to the volume through Cochran's sampling formula. The research tools were abusive supervision questionnaire by Mitchell and Ambrose (2007), workplace deviant behaviors questionnaire by Bennett and Robinson (2000), transactional psychological contract violation by Wang et al. (2017) and relational psychological contract violation by Wang et al. (2017). Based on, the validity of content, form and structure were examined and then terms validity was confirmed and on the other hand, the reliability of the questionnaires was estimated by Cronbach's alpha method as 0.90, 0.90, 0.88 and 0.88 respectively. Data analysis was done at two descriptive and inferential levels including structural equation modeling.
Findings: The results of the research showed that abusive supervision had a positive effect on deviant behaviors in the workplace, and the coefficient of this effect was 0.55, and also, the results showed that the violation of the transactional psychological contract and the violation of the relational psychological contract play a mediating role between abusive supervision on deviant behaviors in the environment had work.
Conclusion: For university staff performance, it highlights the need to curb abusive supervision to prevent psychological contract violations and deviant behaviors in the workplace.