The demands for university education have grown enormously and this has necessitated the need to create new universities in Nigeria. Consequently, approval were giving for the establishments of the new universities. Despite the creation of additional universities to ensure adequate provision of university education, some bottlenecks still impede access to the provision of university education in the country. The study aimed at identifying those aspects of psychological contracts breach that contribute to determining employees’ organizational citizenship behaviours and deviant workplace behaviours. Descriptive survey research method was employed and the study used multi-stage cluster sampling to randomly select two universities from each of the six geo-political zones resulted to twelve (12) universities. The population of the study stood at 7,881 of academic staff members and a proportional sample size of 5% of academics in each of the universities was selected giving a total of 392 an equivalent of 5% of the legitimate population. Both primary and secondary data were used, primary data were collected using a structured questionnaire while secondary data obtained from previous researches, analysis of scholars, government documents, newspaper, journal articles as well as internet search engine. Data obtained were analyzed and presented using both descriptive and inferential statistics. The formulated hypotheses were tested using simple linear regression with the aid of SPSS v22. The study found that academic staff reacted to the perceived breach of psychological contracts when employer failed to complied with employee-employer relationship. However, the study concluded that psychological contract breach is positively and negatively related to both individual and institutional outcomes depending on how it being put to practice. Hence, a compliance level is very vital for organisations to continue to attract and retain employees’ citizenship behaviour and distract deviant behaviour in the workplace.