The underlying mechanism between perceived organizational injustice and deviant workplace behaviors: Moderating role of personality traits

Abstract

This study tested the mediating role of outward focussed negative emotions (anger) on the direct relationships between perceived injustice (distributive, procedural and interactional) and deviant workplace behaviors directed towards organization (DBO), and deviant workplace behaviors directed towards individuals (DBI). The study further theorized that dispositional variables (agreeableness and neuroticism) will moderate injustice perceptions-emotions-deviant behaviors relationships. Survey data were collected from employees of UWV (Employee Insurances Implementing Agency) Netherlands. Confirmatory factor analysis and mediation analyses were used for testing the hypothesized model of this study. Analyses revealed that there is an adequate fit between the data and the tested model. According to the expectations, a positive relationship was found between outward focussed negative emotions (anger) and deviant workplace behaviors (DBO and DBI). In addition, the analysis further showed that anger fully mediated the positive relationships between perceived distributive and interactional injustice and deviant workplace behaviors (DBO and DBI). However, the direct positive relationship between procedural injustice and deviant workplace behaviors (DBO) was partially mediated by anger. The interaction between anger and dispositional traits (agreeableness and neuroticism) on deviant behaviors was also significant. Study limitations and practical implications are discussed.

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