The Conceptual Review on the Impact of Organizational Justice on Workplace Deviance and the Mediating Role of Psychological Contract Breach

Abstract

The prevalence of deviant behavior such as fraud, robbery, withholding effort, hostile acts, and sexual harassment in the workplace is a major problem for organizations. For good reasons, it is highly significant for executives and researchers to avoid deviant activity in the workplace. A recent report revealed that employees are found to be more involved than customers in deviant activities at the workplace. One in every fifteen employees steals from their employer." The study finds that 33 to 75% of all workers have participated in deviant behaviors, and as many as 42% of women have been sexually abused at work. This article aims to analyze the phenomena of workplace deviance and destruction caused by workplace deviance in the form of huge psychological and financial losses to organizations. First, we discuss the need for research on workplace deviance, especially in the collectivistic culture, by reviewing previous studies from deviance literature. Next, we present the role of organizational justice in triggering workplace deviance. Then we also propose a new mediating variable in the form of a Psychological Contract Breach between Organizational justice and Workplace deviance. This paper also contributes significantly to the dimensions/facets of Organizational Justice. The presented theoretical framework can be useful for conducting future empirical research. Finally, we present the conclusion and future research in conducting cross-national research with respect to workplace deviance.

Predictors of Reducing Workplace Deviant Behavior Among Employees of Islamic Educational Institutions

“…Therefore, an improved relationship between spirituality in the workplace and commitment to organizations can correct ignorance that contributes to the reduction of deviant behavior in the workplace . This result is consistent with the results of (Walt, 2018), (Sony & Mekoth, 2019), (Rosid et al, 2020), (Astuti et al, 2020), (Pariyanti et al, 2022), (Haldorai et al, 2020), (Chaudhary et al, 2022), and which show a positive and significant influence on deviant behavior. However, in contrast to the findings of (Rosid et al, 2020) and (Shaheen & Ghayas, 2022) which demonstrate that people's behavior at work is not significantly impacted by their faith.…”

“…By improving the level of fairness and fairness within the organization, There will be a lower chance of employees engaging in abnormal behavior (Ali Abbasi, Baradari & Hashim, 2020). This is in line with research from (Rosid et al, 2020), (Obalade & Mtembu, 2023), (Sabokro et al, 2020), (Mashi, 2018), (Ilyas Chaudhary et al, 2022), (Alotaibi et al, 2022), and (Obalade & Mtembu, 2023) establishing that aberrant behavior in the workplace is directly and significantly impacted by organizational fairness. Unlike the results of (Ali Abbasi et al, 2020), (H. Hany et al, 2020), (Hashish, 2020), and (Tufan et al, 2023) which show a negative and significant influence on deviant behavior in the workplace.…”

“…Researchers have connected workplace deviant behavior and organizational justice in a number of studies (Abbasi et al, 2022;Alotaibi et al, 2022;H. Hany et al, 2020;Hashish, 2020;Ilyas Chaudhary et al, 2022;Mashi, 2018;Obalade & Mtembu, 2023;Rosid et al, 2020;Tufan et al, 2023). In addition, there are several researchers who associate with Workplace Spirituality (Haldorai et al, 2020;Ilyas Chaudhary et al, 2022;Pariyanti et al, 2022;Rosid et al, 2020;Shaheen & Ghayas, 2022;Sony & Mekoth, 2019;Walt, 2017).…”

“…Hany et al, 2020;Hashish, 2020;Ilyas Chaudhary et al, 2022;Mashi, 2018;Obalade & Mtembu, 2023;Rosid et al, 2020;Tufan et al, 2023). In addition, there are several researchers who associate with Workplace Spirituality (Haldorai et al, 2020;Ilyas Chaudhary et al, 2022;Pariyanti et al, 2022;Rosid et al, 2020;Shaheen & Ghayas, 2022;Sony & Mekoth, 2019;Walt, 2017). Ethical leadership is also associated with workplace deviant behavior in several studies that have been studied (Bian, 2021;Mohammed Sayed Mostafa & Shen, 2020;Nasim & Siddiqui, 2021;Sadaf & Yasmin, 2021;Yasir & Khan, 2020).…”

Examining the multifaceted nature of organizational justice: An integrated analysis using factor analysis and artificial neural networks

“…The importance of the construct and its correlation with organizational, cultural, and management results has been extensively highlighted in numerous contexts, including academic spheres, mass media, online platforms, social communities, and even periodicals (Graso et al, 2020). The significant study by Krishnakumar and Neck (2002) effectively provided a framework and trajectory for the nascent discipline, highlighting the significance of comprehending the function of justice within the corporate context (Ilyas et al, 2022). Despite the growing scholarly attention to organizational justice, a notable absence of consensus persists about the conceptualization of organizational justice among employers and employees.…”