Predicting workplace deviance from the interaction between organizational justice and personality

Abstract

This study evaluated the validity of an interactional approach for studying workplace deviance. It was predicted that the relationship between organizational justice and workplace deviance would be stronger for employees who are low on socialization, or high on impulsivity or trait anger. Data collected from 151 employed undergraduate students offered some support for person by situation interactions. Socialization and impulsivity moderated the relationships between some types of organizational justice and workplace deviance in such a way that there was only a relationship between justice and deviance when employees scored lower on socialization or higher on impulsivity. Implications for research and organizations are discussed.