Abstract
Why do temporary workers sharing the same working conditions as permanent employees still frequently engage in deviant behaviors that negatively affect the organization's interests? Drawing on the theory of social identity, this articlr discusses the relationships among employment status, organizational identification, and counterproductive work behavior. Time-lagged data were collected from sample of 210 dyads of employees and corresponding supervisors from a large Chinese state-owned service company, to test hypothesis. Results showed that temporary workers engage in counterproductive work behaviors more frequently than permanent employees, and organizational identification plays a mediating role in this process. Turnover intention moderated the relationship between employment status and counterproductive work behavior (organizational identification). In terms of turnover intention, organizational identification and counterproductive work behavior, two types of employees did not exhibit a significant difference. However, when turnover intention increase, there was a sharper decline in organizational identification and a greater increase in counterproductive work behaviors among temporary employees than among permanent employees. Finally, the theoretical and practical implications of these findings and future research directions are discussed.