ORGANIZATIONAL JUSTICE AND WORK-FAMILY CONFLICT AS PREDICTORS OF WORKPLACE DEVIANCE AMONG NON ACADEMIC STAFF OF UNIVERSITY OF NIGERIA NSUKKA

ORGANIZATIONAL JUSTICE AND WORK-FAMILY CONFLICT AS PREDICTORS OF WORKPLACE DEVIANCE AMONG NON ACADEMIC STAFF OF UNIVERSITY OF NIGERIA NSUKKA

ABSTRACT

The study investigated Organizational justice and work-family conflict as the predictors of workplace deviance among non-academic workers of University of Nigeria. Three hundred (male and female) non-academic workers of University of Nigeria participated in the study. Three instruments were used in the data collection, which includes organizational justice Scale (OJS), work-family conflict scale (WFC) scale and workplace deviant behaviour scale (WDB). Two hypotheses were tested. Result of the study shows procedural, distributive, interpersonal justice and family-work conflict (FIWW) as non significant predictor of workplace deviance among non academic workers of University of Nigeria Nsukka. The result also indicates informational justice and work-family conflict (WIWF) as significant predictor of workplace deviance (Ƃ = .18, p < .05) and (Ƃ = .25, p < .001) respectively. This means the higher the informational justice given to employees, the lower the workplace deviance. In other words, the provision of necessary organizational information (informational justice) such as explanation for pay reduction, late payment or introduction of organizational change will reduce workplace deviance. While for work-family conflict, the higher the work-family conflict, the higher the workers engage into workplace deviance. This entails rthat workers who experience work role interfering with their family roles will not be pleased, rather will engage in workplace deviance as pay back. The limitations of the findings were highlighted and suggestions made for further studies.