Organizational Justice And Employees Personality Traits As Determinants Of Counterproductive Work Behavior Among Employees Of Ethiopian Sugar Corporation

Counterproductive work behavior is a common phenomenon in every organization. The objectivernof the current study was to examine the relationship between the Big Five personality traits,rndimensions of organizational justice (perceived distributive, procedural, and interactionalrnjustice), and five dimensions of counterproductive work behavior (sabotage, withdrawal,rnproduction deviance, theft, and abuse). 115 participants from the Ethiopian Sugar CorporationrnAddis Ababa Head Office took part in the study. The participants were selected using simplernrandom sampling technique. Data were collected using the Spector et al. (2006) counterproductivernmeasure, Niehoff and Moorman (1993) organizational justice measure, and Oliver P. John andrnSanjay Srivastava (1999) big five personality traits measures. The Pearson product momentrncorrelation coefficient and stepwise regression were employed as methods of data analysis. A weakrnrelationship was found between the big five personality traits, organizational justice, and CWB.rnConscientiousness and distributive justice strongly predicted the overall CWB. but, the predictionrnof distributive justice was not statistically significant.

Get Full Work

Report copyright infringement or plagiarism