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https://ptsldigital.ukm.my/jspui/handle/123456789/513689| Title: | Perceived organizational justice and workplace deviance: the mediating role of psychological contract breach and psychological contract violation |
| Authors: | Ema Nurmaya (P37036) |
| Supervisor: | Rasidah Arshad, Assoc. Prof. Dr. |
| Keywords: | Organizational justice Quality of work life Psychology Industrial Organizational behavior Social psychology Work environment Organizational effectiveness Personnel management -- Psychological aspects Universiti Kebangsaan Malaysia -- Dissertations Dissertations, Academic -- Malaysia |
| Issue Date: | 18-Jun-2012 |
| Description: | The main objective of this study is to investigate the mediating role of psychological contract breach and violation on the relationship between perceived organizational justice and workplace deviance. Specifically, this study hypothesized that: (a) perceived organizational justice is directly related to organizational and interpersonal deviance, (b) the relationship between perceived organizational justice and organizational deviance is mediated partially by psychological contract breach, (c) the relationship between perceived organizational justice and interpersonal deviance is mediated partially by psychological contract breach, (d) the relationship between psychological contract breach and organizational deviance is mediated partially by psychological contract violation, and (e) the relationship between psychological contract breach and interpersonal deviance is mediated partially by psychological contract violation. To test the hypotheses, Structural Equation Modelling (SEM) statistical technique was employed to analyze the survey data collected from 477 nurses from hospitals in Indonesia. The results of the study showed that: (a) there is a direct relationship between perceived organizational justice and organizational deviance, (b) psychological contract breach does not mediate the relationship between perceived organizational justice and organizational and interpersonal deviance, (c) psychological contract violation fully mediates the relationship between psychological contract breach and organizational and interpersonal deviance. With regard to theoretical contributions, this study provides an alternative theoretical perspective in understanding the relationship between perceived organizational justice and workplace deviance, and brings together the literature on organizational justice, psychological contract, and workplace deviance in one model. With regard to practical implications, this study proposes several prescriptions to managers in minimizing workplace deviance such as providing a realistic job preview for candidates during the recruiting process, developing effective communication during routine interaction, providing consulting, family and religious programs, and providing training for improving employee skills in handling organizational justice matters. Future studies incorporating availability of alternative jobs, cultural values, and employment status of employees are valuable in better understanding the relationship between perceived organizational justice and workplace deviance., Certification of Master s/Doctoral Thesis is not available,Ph.D. |
| Pages: | 125 |
| Call Number: | HF5549.15.E463 2012 tesis |
| Publisher: | UKM, Bangi |
| Appears in Collections: | Graduate School of Business / Pusat Pengajian Siswazah Perniagaan |
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|---|---|---|---|---|
| ukmvital_115191+SOURCE1+SOURCE1.0.PDF Restricted Access | 11.64 MB | Adobe PDF |  View/Open |
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