Predicting Workplace Deviance from the Interaction between Organizational Justice and Personality

摘要

This study evaluated the validity of an interactional approach for studying workplace deviance. It was hypothesized that the relationship between organizational justice and workplace deviance would be stronger for employees who are lower in socialization or higher in impulsivity. Data collected from 151 employed undergraduate students offered some support for person by situation interactions after controlling for gender, age, and tenure. Interactions between interactional justice and the two personality traits were significant, indicating that there is only a relationship between interactional justice and workplace deviance when employees are lower in socialization or higher in impulsivity. Further, results indicated that including personality variables in addition to organizational justice enhanced the prediction of workplace deviance.