As the psychological state of the members of the organization begins to be recognized as an important asset of the organization, an atmosphere of attention is being created. In particular, there is an increasing interest in realistic variables that can moderate or mediate the relationship between variables and how positive and negative affect of members actually affect organizational performance. The purpose of this study is to verify the effect of positive affect and negative affect on work engagement and deviant behavior of members and the regulatory effect between these variables by organizational identification. An empirical analysis of domestic financial institutions, secondary financial institutions, and insurance-related service companies confirmed that positive and negative affect encourage or inhibit work engagement and deviant behavior. In addition, the moderate effect of organizational identification between positive and negative affect and work engagement and deviant behavior was verified. The results of verifying the moderate effect of organizational identification were found to have no meaningful role in the relationship between positive and negative affect and work engagement. On the other hand, organizational identification has been found to control the relationship between positive and negative affect and deviant behavior. Based on individual emotions, these findings confirmed that complex interrelationships between organizational identification are affecting work engagement and deviant behavior. In addition, it was analyzed that the sense of calling mediates the relationship between positive and negative emotions on work engagement and deviant behavior. It turns out that in order for members'' emotions to influence deviant behavior, they must consider the role of the organization and the organizational identification, which means that I am one.