Justice constructs, negative affectivity, and employee deviance: a proposed model and empirical test

Abstract

SummaryThis study tests a model that uses organizational justice variables and the personality trait of negative aectivity to explain two forms of deviant employee behavior. Prior research suggests that deviance can be directed interpersonally or against organizations. We propose a model that links unfavorable perceptions of distributive, procedural, and interactional justice, as well as the dispositional trait of negative aectivity, to both types of deviant acts. To test the model, a survey was distributed to employees from a government agency and an international manufacturer of paper products. Responses to the survey were analysed using structural equation modeling to evaluate the ®t of the theoretical model to the data. Results showed that the model ®ts the data well and that nearly all of the hypothesized relations among constructs were supported. Implications of the results for the prediction and control of deviant behavior are discussed and future research directions are oered.

The Moderating Effect of Negative Affectivity in the Procedural Justice-Job Satisfaction Relation.

“…Another finding of interest in our research was that NA and procedural justice were moderately negatively correlated in both samples. This finding is inconsistent with findings reported by Ball et al (1994) and Aquino, Lewis, and Bradfield (1999) who found that NA was not related to perceptions of procedural justice. The finding is, however, consistent with the suggestion of Organ and Konovsky (1989) that there may be a dispositional component in the tendency to perceive, or at least attend to, unfairness.…”

The effects of customer justice perception and affect on customer citizenship behavior and customer dysfunctional behavior

“…However, the maximum for this construct is 5.50 and most deviant or undesirable behavior constructs have a relatively low mean like this study. For example, Aquino, Lewis, and Bradfield (1999) measured employee deviance using a 5-point Likert scale and reported the mean of this variable to 1.30 (standard deviation is .34). Dunlop and Lee (2004) measured workplace deviance behavior using a 5-point scale and reported a mean for this construct of 1.81 (standard deviation is .32).…”

Organisational antecedents of workplace victimisation: The role of organisational climate, culture, leadership, support, and justice in predicting junior doctors' exposure to bullying at work

“…Finally, in relation to organisational justice, our findings indicate that procedural, interactional, and distributive justice are protective factors for workplace bullying among junior doctors. This is supported by the findings of previous studies . Several mechanisms may be proposed to explain these findings in the context of health care.…”