Counterproductive Work Behavior Among Government Employees: The Role of Basic Psychological Needs, Compensation, and Organizational Justice

Abstract

This study examined the mediating role of perceived organizational justice (procedural, interpersonal, and distributive justice) dimensions in explaining the association between basic psychological needs (need for autonomy, competence, and relatedness), compensation, and counterproductive work behavior (CWB). The participants in this study were 277 employees from various government institutions (local government, ministries, and boards). Data were collected through convenience sampling and tested using Hayes's PROCESS Macro, from which support was found for the mediation model in which the association between basic psychological needs and CWB was mediated by the perceived organizational justice dimensions. Similar results were found for the association between compensation and CWB. The interesting finding from this study was that contrary to existing studies, compensation was found to have a positive direct effect with CWB-I, and if mediated by distributive justice, the coefficient was negative. These findings suggested several opportunities for organizational interventions aimed at minimizing the negative impact of CWB in government employees.

Leadership and Its Impact on Accountant’s Work Behavior in the Local Government

“…It has been demonstrated that leadership is a critical component of work behavior because leaders direct, inspire, create a positive work environment, and influence innovative work behavior (Lee, Legood, Hughes, Tian, Newman, & Knight, 2020). Previous studies have shown that the negative work behavior of employees becomes a problem in organizations around the world which results in financial losses, reduces performance, and harms the organization's reputation (Pratama & Parahyanti, 2018;Van Steijn, Scheepstra, Yasar, Olff, De Vries, & Van Pampus, 2019).…”

A dark side of land revenue management and counterproductive work behavior: does organizational injustice add fuel to fire?

“…DTP officials influenced by the poor perception of the organizational distributive justice (ODJ), organizational interaction justice (OIJ) and organizational procedural justice (OPJ.) are more likely to indulge themselves in CWB (Bilal et al , 2019; Pratama and Parahyanti, 2019). This interaction of DTP traits and situational factors such as organizational related to CWB may add to the literature attempting to overcome or avoid the factors causing these negative behaviors (Baka, 2018) because, according to the principle of social exchange theory (SET), work misbehaviours seem to be a viable consequence for negative outcomes (Blau, 1964).…”

“…organizational justice, is considered in the study, which is likely to mediate the relationship because personality traits are affected by the individual’s justice perception, as suggested by researchers. Researches indicate that all these three dimensions of organizational justice are distinct from each other (Bilal et al , 2019; Pratama and Parahyanti, 2019). Few studies investigated the relationship between justice and negative workplace behaviors (Bilal et al , 2019; Priesemuth et al , 2013; Pratama and Parahyanti, 2019).…”

“…Researches indicate that all these three dimensions of organizational justice are distinct from each other (Bilal et al , 2019; Pratama and Parahyanti, 2019). Few studies investigated the relationship between justice and negative workplace behaviors (Bilal et al , 2019; Priesemuth et al , 2013; Pratama and Parahyanti, 2019). According to these studies, employees who consider that they are treated unfairly indulge in activities that are harmful to the organization’s well-being.…”