The efficiency of organizations and performance of employees in the workplace in such a competitive global economy and businesses require some factors that enhance the performance and job satisfaction of employees in the workplace. The aim of this study is to investigate the role of job satisfaction in the relationship between organizational justice and workplace deviance. A survey questionnaire was distributed online to 143 employees in various enterprises in Malaysia of which 103 responded. The findings show that distributive Justice affects workplace deviance through job satisfaction. Therefore, if avoidance of workplace deviance is a top priority for a manager, it is important to formulate policies and practices that help to enhance interactional justice and then distributive justice perceptions, while procedural justice is not a salient factor affecting employee perceptions. Preventing or remedy deviance may require both individual and organizational change. The managers would therefore be well advised to remedy inequities in the system if they really exist or to clear misperceptions of inequities if this is actually the case. Preventing or remedying deviance may require both individual and organizational change. The result of this research could be useful for organizations and might help them to enhance organizational justice to decrease deviance in workplace.
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