Department of Information Management, University of the Punjab, Lahore
Abstract
Organizational justice is considered to be a pivotal factor for the success of an organization. Its impact on citizenship behavior, job satisfaction and employee productivity has been studied wide in literature. This study emphases on exploring the impact of organizational justice and its types on workplace deviance in a novel context of Pakistani banking sector which augments the originality of this research. The respondents of the study were individual employees, of banks located in Lahore, selected through convenience sampling; a non-probability sampling technique. Further, the data was collected from 280 respondents through self-administered questionnaires and analyzed by using linear regression analysis. The findings of study emphasize a significant yet, inverse correlation between organizational justice and workplace deviant behavior. The organizations practicing distributive, procedural and interactional justice face fewer odds of workplace deviant behaviors among their employees. On the contrary, unfair means, bias anddisrespect at workplace may deviate the employees by allowing aggressiveness and politically influenced negative attitudes
