WORKPLACE DEVIANT BEHAVIOUR IN NIGERIAN ORGANIZATIONS: ORGANIZATIONAL JUSTICE, LEADERSHIP STYLES AND DEMOGRAPHIC FACTORS AS PREDICTORS

Abstract

Workplace deviant behavior (WPB) remains a significant challenge in Nigerian organizations, negatively impacting productivity, employee well-being, and overall organizational effectiveness. Acts of workplace deviance, such as theft, sabotage, absenteeism, and insubordination, disrupt organizational harmony and hinder operational efficiency. This study examined the influence of organizational justice (distributive, procedural, and interactional), leadership styles (transformational, autocratic, and laissez-faire), and demographic factors (gender, marital status, family type, religion, and educational qualification) on workplace deviant behavior (WPB) in selected Nigerian organizations. A total of 310 employees participated in the study, comprising 160 males (51.6%), 147 females (47.4%), and 3 respondents (1.0%) who did not indicate their gender. Standardized instruments were used to assess leadership styles, organizational justice, and WPB. Findings from multiple regression analysis showed that organizational justice significantly predicted WPB, accounting for 13.7% of the variance (R² = .137, p < .001). Distributive, procedural, and interactional justice independently influenced WPB, with interactional justice showing the strongest effect (β = -.228, p < .05). Leadership styles also significantly predicted WPB, accounting for 37.1% of the variance (R² = .371, p < .001). Transformational leadership negatively predicted WPB (β = -.377, p < .001), while laissez-faire leadership had a positive effect (β = .456, p < .001). Autocratic leadership did not significantly influence WPB (p > .05). However, univariate analysis of variance revealed that demographic factors did not have a significant independent or joint effect on WPB. These findings highlight the critical role of organizational justice and leadership styles in shaping workplace behaviors. Organizations should promote fair treatment and adopt effective leadership approaches to mitigate deviant behaviors.

Keywords: Workplace deviant behavior, organizational justice, leadership styles, demographic factors, Nigerian organizations