Unveiling the formation mechanism of workplace deviance among front-line star nurses

In the era of the knowledge economy, the competition for talent has intensified, rendering star employees as critical assets for organizations. However, the high performance, status, and social capital of some star nurses may give rise to a sense of psychological entitlement, which in turn can lead to workplace deviance. Based on 438 survey responses, we investigated the underlying mechanisms of such behavior. The research findings are as follows: (1) There is a positive correlation between the star identity of front-line nurses and workplace deviance; (2) Leader - Member Exchange (LMX) serves as a mediator in the relationship between the star identity of front - line nurses and workplace deviance; (3) Psychological entitlement acts as a mediator in the relationship between the star identity of front - line nurses and workplace deviance; (4) Moral disengagement moderates the relationship between the star identity of front-line nurses and workplace deviance. These findings contribute to the theories of social cognition and self-regulation in human resource management by uncovering the cognitive-affective pathways through which star identity leads to deviance. Moreover, they provide managers with practical strategies to reduce deviant behavior and enhance resource utilization among high - performing employees.