In this study, we examined the relationship between psychological contract breach (PCB) and counterproductive workplace behaviors (CWBs). We also explored two personal factors, namely casual attribution styles and power distance, in moderating the PCB–CWB linkage. One hundred and thirty-one full-time Chinese employees in Macao were recruited. Results showed that PCB was positively correlated with CWB. Furthermore, this relationship was moderated by external attribution style and power distance. In particular, employees who attributed the contract breach more to disruption and endorsed higher on power distance tended to report lower CWB. Limitation and implication are discussed.