The Mediating Effect of Organizational Justice Perception on the Relationship between Ethical Leadership and Workplace Deviant Behaviors

Abstract

The present study examines whether there is a relationship between the ethical leadership (EL), organizational justice perception (OJP), and deviant behaviors (WDB) of customs officers working at international airports in Turkey, and aims to determine whether OJP has a mediating effect on the relationship between EL and WDB. For this purpose, the study was conducted on the 487 customs officers working at 28 airports open to international flights in Turkey. In this study, which was carried out with the quantitative method, the obtained data were analyzed with structural equation modeling (SEM). The results showed that EL had a direct and significant effect on OJP. On the other hand, OJP had a negative direct, and significant effect on deviant workplace behaviors. Moreover, there was no direct and consequential effect of EL on WDB. In addition, EL indirectly affected WDB through OJP, and the OJP had a full mediation effect between these two variables. The findings were interpreted by using social exchange theory. This study develops our understanding of the organization-level antecedents of WDB and mediating role of OJP as the social mechanism of EL. In the Conclusion section of the study, some theoretical conclusions are discussed, and recommendations are offered for customs managers.

How to Reduce Workplace Deviant Behavior : Through Ethical Leadership and Workplace Spirituality with Organizational Commitment as Mediation

“…In previous research conducted by (Bian, 2021), there are differences in results from other previous research where the results show that ethical leadership can significantly inhibit deviant behavior in the workplace. Meanwhile, other research that was previously carried out by (Tufan et al, 2023), (Yasir & Khan, 2020), and (Nasim & Siddiqui, 2021) shows that Ethical leadership is negatively and insignificantly related to workplace deviant behavior.…”

“…Furthermore, as long as leaders model ethical behavior and support employees in doing the same, employees will absorb this code of ethics both behaviorally and cognitively. Negative employee evaluations of their leaders increase the likelihood of deviant behavior (Tufan et al, 2023). With ethical leadership, workplace deviant behavior will be minimized.…”

“…Stated differently, social exchange relationships serve as mediators or intervening variables, facilitating profitable and equitable transactions between dependable relationships that in turn lead to productive work behavior and positive attitudes from employees (Cropanzano & Mitchell, 2005). Research by (Tufan et al, 2023) explains that According to the social exchange theory, followers who believe their leaders are morally and fairly behave themselves by improving the group's or organization's EM-2023-5599 performance, which lowers the likelihood of WDB. The previous research conducted by (Astuti et al, 2020) suggest that a form of employee consideration of workplace deviation is an unfavorable social exchange between employees and the organization, so it can be said that this is a form of application of social exchange theory.…”

Controlling Workplace Deviant Behavior through the Role of Organizational Justice and Job Satisfaction as Mediation in Islamic Colleges Purwokerto City

“…Brockner & Wiesenfeld [37] states that organizational justice influences individual satisfaction with the results of each decision so that employees will develop attitudes towards work, the organization and others as a result of performance [38]. In research [39], states that job satisfaction describes how employees feel about a job [40].…”

The Role of Affective Commitment in Rewards Management: An Example From a Collectivist Country

“…For example, there is evidence that OJ mediates the relationship between various predictors and turnover intent (Lee et al, 2010; Ribeiro and Semedo, 2014). Additionally, in a study of Tufan et al (2023) conducted in a collectivist country, OJ perception fully mediated the relationship between ethical leadership and deviant behaviors of workers. Given these, the study examined organization justice as a mediator between rewards management and turnover intent.…”