Employee personality, justice perceptions, and the prediction of workplace deviance |
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Authors: | Thomas A O’Neill Rhys J Lewis |
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Institution: | a Department of Psychology, University of Calgary, 2500 University Drive, N.W. Calgary, AB, Canada T2N 1N4 b Sigma Assessment Systems, P.O. Box 3292, Station B, London, ON, Canada N6A 4K3 |
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Abstract: | We examined the relative and incremental prediction of workplace deviance (i.e., intentional acts that harm the organization or its employees) offered by personality and organizational justice perceptions in a sample of 464 employees working in a large retail organization. We found that personality - including a sixth factor called Honesty-Humility, and its facet of trait Fairness - accounted for incremental variance in deviance criteria beyond justice perceptions. We found little support for the reverse. From a practical standpoint, these findings suggest that organizations may benefit from personality-related interventions (e.g., screening job applicants for relevant traits) more so than from justice-related interventions (e.g., organizational changes involving policies and procedures) in order to reduce workplace deviance. From a research perspective, our findings highlight the advantages of considering traits beyond the Big Five (e.g., Honesty-Humility) for maximizing the prediction and understanding of deviant behaviors at work. |
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Keywords: | Personality Big Five Honesty-Humility Facets Traits Justice Workplace deviance Counterproductive workplace behavior |
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