Psychological contract breach may provoke negative attitudes among employees that cause further harmful behaviors. With the help of Social Exchange Theory (SET) the study was conducted to explore the moderating effect of procedural justice between the relationship of psychological contract breach and workplace deviant behaviour. The study was quantitative and cross-sectional survey designed to collect data. Data for the research gathered using a structured questionnaire. The stratified sampling method used to select the sample and final sample comprised of 306 employees working in public sector banks of Gujrat district, Pakistan. Descriptive, correlation, reliability and hierarchal regressions used for testing the hypothesized model for this study. Data were analysed by using IBM SPSS (20.0). A positive relationship found between psychological contract breach and workplace deviant behaviour. Moreover, results showed that procedural justice significantly moderated the relationship of psychological contract breach and workplace deviant behavior. Study limitations and future research directions are discussed.
Alias, M. (2013). Workplace Deviant Behaviour and the Mediating Role of Job Satisfaction among Support Personnel in the Malaysian Local Authorities. Unpublished PhD Thesis, University Putra Malaysia, Malaysia.
Aquino, K., Lewis, M. U., & Bradfield, M. (1999). Justice constructs, negative affectivity, and employee deviance: A proposed model and empirical test. Journal of Organizational Behavior,20(7), 1073-1091. doi:10.1002/(sici)1099-1379(199912)20:73.0.co;2-7
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology,85(3), 349-360. doi:10.1037//0021-9010.85.3.349
Bies, R. J. 2005. Are procedural and interactional justice conceptually distinct? In J. Greenberg & J. A. Colquitt (Eds.), The handbook of organizational justice: 85-112. Mahwah, NJ: Lawrence Erlbaum.
Bordia, P., Restubog, S. L., & Tang, R. L. (2008). When employees strike back: Investigating mediating mechanisms between psychological contract breach and workplace deviance. Journal of Applied Psychology,93(5), 1104-1117. doi:10.1037/0021-9010.93.5.1104
Bottoms, A., & Tankebe, J. (2012). Criminology beyond procedural justice: A dialogic approach to legitimacy in criminal justice. The Journal of Criminal Law & Criminology, 102(1).
Bowling, N. A., & Gruys, M. L. (2010). Overlooked issues in the conceptualization and measurement of counterproductive work behavior. Human Resource Management Review,20(1), 54-61. doi:10.1016/j.hrmr.2009.03.008
Colquitt, J. A., Greenberg, J., & Zapata-Phelan, C. P. (2005). What is organizational justice? A historical overview. In J. Greenberg & J. A. Colquitt (Eds.), The Handbook of Organizational Justice (pp. 3-56)
Colquitt, J. A., Scott, B. A., Judge, T. A., & Shaw, J. C. (2006). Justice and personality: Using integrative theories to derive moderators of justice effects. Organizational Behavior and Human Decision Processes,100(1), 110-127. doi:10.1016/j.obhdp.2005.09.001.
Cremer, D. D., & Knippenberg, D. V. (2002). How do leaders promote cooperation? The effects of charisma and procedural fairness. Journal of Applied Psychology,87(5), 858-866. doi:10.1037//0021-9010.87.5.858
Elanain, H. M. (2010). Testing the direct and indirect relationship between organizational justice and work outcomes in a non?Western context of the UAE. Journal of Management Development,29(1), 5-27. doi:10.1108/02621711011009045
Emerson, R.M. (1987). Toward a theory of value in social exchange”, in Cook, K.S. (Ed.), Social Exchange Theory, Sage, Newbury Park, CA, pp. 11-46.
Fatt. (2010). The Impact of Organizational Justice on Employee?s Job Satisfaction: The Malaysian Companies Perspectives. American Journal of Economics and Business Administration,2(1), 56-63. doi:10.3844/ajebasp.2010.56.63
Faheem, M. A., & Mahmud, N. (2015). The Effects of Organizational Justice on Workplace Deviance and Job Satisfaction of Employees: Evidence from a Public Sector Hospital of Pakistan. Mediterranean Journal of Social Sciences. doi:10.5901/mjss.2015.v6n5p342
Folger, R. and Greenberg, J. (1985). Procedural Justice: an interpretive analysis of personnel systems. In K.M. Rowland and G.R. Ferris (ed). Research in Personnel and Human Resources Management, Greenwich: JAI Press, 141-183.
Gakovic, A., & Tetrick, L. E. (2003b). Psychological contract breach as a source of strain for employees. Journal of Business and Psychology, 18, 235–246.
Glomb, T. M., & Liao, H. (2003). Interpersonal Aggression in Work Groups: Social Influence, Reciprocal, and Individual Effects. Academy of Management Journal, 46(4), 486-496. doi:10.5465/30040640
Greenberg, J. (1987). A Taxonomy of Organizational Justice Theories. The Academy of Management Review,12(1), 9. doi:10.2307/257990
Griffin, R. W., & Lopez, Y. P. (2005). “Bad Behavior” in Organizations: A Review and Typology for Future Research. Journal of Management,31(6), 988-1005. doi:10.1177/0149206305279942
Hussain, M. A. (2013). Effect of Breach of Psychological Contract
In-Text Citation: (Malik, Bakri, Ajmal, & Malik, 2019)
To Cite this Article: Malik, S., Bakri, N., Ajmal, M., & Malik, B. (2019). Impact of Breach of Psychological Contract on Workplace Deviant Behavior Moderating Role of Procedural Justice Among Employees of Pakistan. International Journal of Academic Research in Business and Social Sciences, 9(2), 721–733.
Copyright: © 2019 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
