Curing Workplace Deviance through Organizational Justice in the Mediating Role of Job Satisfaction: The case of NGOs in Pakistan

Abstract

Organizations of modern era are trying to obtain competitive advantage through human force. Unfortunately, workforce is getting involved into deviant practices in almost every organization and such workplace deviance can be a great threat which can harm the organizational performance. Most of such deviant practices are due to injustice events which happen in organization and ultimately reduce the job satisfaction of employees. Such issues of deviance and injustice have not been explored in Non-Governmental Organizations (NGOs) of Pakistan in the past which highlights a certain need to explore this area. This study has aimed to check the impact of organizational justice dimensions on workplace deviance in the mediating role of job satisfaction in NGOs of Pakistan. To do this, a sample of five NGOs was selected and 500 close ended questionnaires were personally administered to randomly selected employees. A total of 381 questionnaires complete in all the respects were included for analysis. Inferential statistical techniques were then applied to draw conclusions. The results have proved that all dimensions of organizational justice have a significant negative impact on workplace deviance and job satisfaction significantly mediate this relationship which establishes that organizational injustice lead employees to behave in deviant ways.. This research has implications for both managers and theory. Limitations and future research indications have also been given at the end of this study.

Nurses’ perception of organizational justice and its relationship to their workplace deviance

“…Therefore, the current research hypotheses have been accepted. Similar findings were reported by Dar, 9 Baig and Ullah, 21 and Alias and Rasdi 35 who found that both organizational and interpersonal deviance were negatively and significantly correlated with organisational justice and it is worth noticing as they indicate that a possible causal relationship may exist between justice and deviance in the reported direction. Also, Holtz and Harold 36 and Ferris et al 37 confirmed the strong association between the proposed variables and indicated that employees with strong justice orientations are unlikely to engage in workplace deviance.…”

“…Positive reinforcement of procedural justice will keep employees away from unfair means of getting benefits, and thus it will ensure reduction in workplace deviance too. 21 As for workplace deviance, it is observed that the level of workplace deviance is lower than the average mean. One justification may be related to the use of a self-report to measure workplace deviance, as it appeared that nurses underestimated the actual level of workplace deviance.…”

“…Positive reinforcement of procedural justice will keep employees away from unfair means of getting benefits, and thus it will ensure reduction in workplace deviance too. 21…”

“…20 A literature review revealed that so far few studies exist that have researched organisational justice and workplace deviance together. 17,18,21 However, the impact of organisational justice on workplace deviance was not assessed by any of the studies. 21 The extent to which the previous research findings of organisational justice studies can be generalized to other countries as well as to nurses is still not well explored.…”

“…17,18,21 However, the impact of organisational justice on workplace deviance was not assessed by any of the studies. 21 The extent to which the previous research findings of organisational justice studies can be generalized to other countries as well as to nurses is still not well explored. 8 Such indications demand to identify the influence of organisational justice on workplace deviance in a different context and culture like Egypt, especially with previous researches claiming that a lack of fair practices and stress are key determinants of workplace deviant behavior.…”