Based on social identity theory and social exchange theory, this paper was to explore the influence mechanism of employees’ organizational, team and relational identification and organizational commitment on their deviant behavior in state-owned enterprises. Using data collected in three time points and from 394 employees and their corresponding supervisors, and structural equation models, it was found that: identification is different from and positive with commitment; organizational, team identifications are negative with interpersonal deviant behavior, while commitment is not significant; however, commitment is positive with organizational deviant behavior. Even organizational, team and relational identifications could decrease organizational deviant behavior, organizational commitment weakens this effect though, and organizational, and team identifications’ role become insignificant and relational identification much weaker in the end.